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

Sweden’s Intra-Corporate Transfer (ICT) permit process places clear responsibility on employers to ensure every global transfer is legitimate, compliant, and well-documented. With major labor immigration reforms effective from June 1, 2026, and prior updates (including passport rules from October 2025), understanding employer obligations helps avoid costly delays and rejections.

1. Employer Obligations in the ICT Permit Process

Company VerificationEmployers must prove that their Swedish entity is directly linked to the foreign company transferring the employee—through shared ownership, control, or group structure. Include documentation such as organizational charts, shareholder records, or group structure certificates.

Eligible RolesOnly specific roles qualify for Sweden’s intra-company transfer permit:

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

Transfers must exceed 90 days, and employees must have been employed with the home company for at least three months prior to transfer.

Salary, Benefits, and Work ConditionsEmployers must guarantee fair employment conditions aligned with Sweden’s posted worker standards (Posting of Workers Act).

• Salary requirement (key 2026 update): As of June 1, 2026, the previous fixed minimum of SEK 13,000 no longer applies. Instead, salary and remuneration must meet at least the minimum level set by Swedish collective bargaining agreements or established industry/profession practice for full-time work. This ensures alignment with local standards and removes the old maintenance threshold for ICT.
• Health insurance: Mandatory for the employee and dependents.
• Working conditions: Must match Swedish posted worker rules, including work hours, safety, and welfare.

For family dependents, employers should support demonstration of sufficient financial resources (e.g., updated 2025 figures: SEK 6,243 per single adult after rent, SEK 10,314 for cohabiting adults; confirm latest with Migrationsverket for 2026).

Important Ongoing Update (from October 1, 2025): Sweden no longer accepts passport extensions with physical stamps or stickers. Employers should advise employees to renew passports early and assist family members in securing work rights—spouses can work immediately upon arrival with proper permit.

Bottom line: The employer must prove the transfer benefits the business and employee. Weak documentation (especially on company links or salary compliance) can extend processing from one month to three or more.

2. Document Preparation: Your Compliance Checklist

Most ICT permit rejections result from incomplete documents. Submit digitally via Migrationsverket for faster processing.

Required for All Applicants

• Valid passport (new one required if extending post-October 1, 2025—no stamps/stickers).
• Proof of 3+ months’ employment abroad (contracts, payslips, group org chart).
• Job offer letter detailing role, salary (meeting collective agreement/industry minimum), and duration (up to 3 years for managers/specialists, 1 year for trainees).
• Health insurance covering the stay in Sweden.

Managers & Specialists

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

Trainees

• University degree certificate confirming recent graduation.

Family Members

• Proof of family relationship (marriage/birth certificates).
• Evidence of sufficient maintenance funds (updated amounts; e.g., post-rent figures per adult/child).

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 family applications together and use Migrationsverket templates for consistency.

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

Perform internal checks before submission. Migrationsverket targets processing 75% of complete applications within one month, but incomplete ones can take three months+.

Employer Best Practices

• Run Internal Audits: Verify eligibility, salary alignment with collective agreements/industry practice, and document completeness using Migrationsverket checklists.
• Stay Updated: ICT permits remain valid up to three years total (EU-wide max). In-country extensions are allowed—no embassy visits required.
• Track Progress: Monitor applications and submit biometrics promptly (adds ~four weeks post-approval).
• Avoid Common Rejections: Missing company link proof or inadequate salary documentation (now tied to collective agreements) are top issues. Appeals with corrections often succeed.

Compliance prevents rework and speeds onboarding, enabling faster access to Swedish personal ID (personnummer) and integration.

Conclusion

For global mobility and HR leaders, Sweden’s ICT permit framework provides structured mobility for key talent but enforces strict accountability—especially with the 2026 shift to collective agreement-based salary rules. Proactive preparation and compliance turn relocation from a bureaucratic challenge into a competitive advantage for attracting skilled professionals. Always consult the official Swedish Migration Agency (Migrationsverket) website for the latest figures and forms, as amounts like family maintenance adjust periodically.

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Disclaimer:

Immigration laws and policies change frequently and may vary by country or nationality. While we strive to provide accurate and up-to-date information, we recommend doing your own due diligence or consulting official sources. You're also welcome to contact us directly for the latest guidance. Jobbatical is not responsible for decisions made based on the information provided.

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