Navigating the Complexities of Sweden’s Intra-Company Transfer Permit to Retain Top Talent

Sweden’s Intra-Corporate Transfer (ICT) visa process puts a clear responsibility on employers to ensure every global transfer is legitimate, compliant, and well-documented. With the 2025 updates in effect, understanding your employer obligations can save you from costly delays and rejections.

1. Employer Obligations in the ICT Visa Process

Company Verification

Employers must prove that their Swedish entity is directly linked to the foreign company transferring the employee—either through shared ownership or control. To demonstrate this connection, include documentation such as organizational charts, shareholder records, or group structure certificates.

Eligible Roles

Only specific roles qualify for Sweden’s intra-company transfer visa:

• Managers: Overseeing teams, strategy, or recruitment decisions.
  
• Specialists: Possessing advanced, business-critical expertise.
  
• Trainees: Recent graduates participating in structured training programs.
  

Transfers must last more than 90 days, and employees should have completed at least three months of employment with the home company before transferring.

Salary, Benefits, and Work Conditions

Employers are required to guarantee financial self-sufficiency and fair employment conditions.

• Minimum monthly salary: SEK 13,000 (approx. €1,150).
  
• Health insurance: Mandatory for the employee and dependents.
  
• Working conditions: Must match Sweden’s posted worker standards including work hours, safety, and welfare.
  

For family dependents, employers must help demonstrate sufficient financial resources SEK 6,186 per adult after rent, plus additional amounts for each child.

Important Update: Effective October 1, 2025

Sweden no longer uses passport extensions with physical stamps or stickers. Employers should remind employees to renew passports early and support accompanying family members in securing work rights—spouses can now work immediately upon arrival.

Bottom line: The employer must prove that the transfer benefits both the business and the employee. Missing or weak documentation can stretch processing times from one month to three.

2. Document Preparation: Your Compliance Checklist

Most Sweden ICT visa rejections stem from missing or incomplete documents. Preparing everything digitally, as preferred by the Swedish Migration Agency (Migrationsverket), helps streamline processing.

Required for All Applicants

• Valid passport (new one if extending post-Oct 1, 2025).
  
• Proof of 3+ months’ employment abroad (contracts, payslips, or group org chart).
  
• Job offer letter with details of role, salary (SEK 13,000+), and duration (up to 3 years for managers/specialists, 1 year for trainees).
  
• Health insurance covering the duration of the stay in Sweden.
  

Managers & Specialists

• Proof of leadership or specialized expertise (resume, references, or internal justification memos).
  

Trainees

• University degree certificate confirming recent graduation.
  

Family Members

• Proof of family relationship (e.g., marriage or birth certificates).
  
• Bank statements proving sufficient maintenance funds (SEK 6,186+ per adult after rent).
  

Application Fees

• SEK 2,000 for the main applicant.
  
• SEK 1,500 per accompanying adult.
  
• SEK 750 per child (waived for Japanese nationals).
  

Pro Tip: Submit all family applications together and use Migration Agency templates to ensure a smooth and consistent review.

3. Compliance Checks: How Employers Can Avoid Delays and Rejections

To maintain speed and accuracy, perform internal compliance checks before submitting your ICT visa application. Sweden aims to process 75% of complete applications within one month, but incomplete ones may take three months or more.

Employer Best Practices

• Run Internal Audits: Review eligibility, financial proof, and completeness before submission. Use Migrationsverket’s simulators or checklists to flag common errors.
  
• Stay Updated: The ICT permit is valid for up to three years total (EU-wide). In-country extensions are now allowed—no more embassy visits needed.
  
• Track Progress: Monitor the application and ensure biometrics are submitted promptly. This usually adds only four weeks post-approval.
  
• Avoid Common Rejection Reasons: Missing company link evidence or insufficient salary documentation are the most frequent issues. Quick appeals with corrected proofs can often reverse rejections.
  

Staying compliant not only prevents rework but also accelerates onboarding, helping employees obtain their Swedish personal ID (personnummer) and settle into their new roles faster.

Conclusion

For global mobility and HR leaders, Sweden’s ICT visa framework offers a clear structure—but also strict accountability. A well-prepared, compliant application can mean the difference between a 30-day approval and a three-month delay.

With the right documentation and proactive compliance, employers can turn relocation from a bureaucratic hurdle into a seamless talent mobility advantage.

‍