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The Swedish work permit (arbetstillstånd), issued by Migrationsverket, allows non-EU nationals to live and work locally for up to two years (renewable) for a specific employer.
Effective June 1, 2026, applications require a minimum gross monthly salary of SEK 33,390, comprehensive health insurance (for stays under one year), and strict employer compliance checks. The online process is initiated by the employer and completed by the employee, who must collect their residence permit card before starting work.
Documents your HR or legal team must prepare for Migrationsverket
Documents the employee gathers and submits via Migrationsverket's e-service
Download a simple reference PDF with all 16 Sweden Work Permit document names , useful for briefing your employee or sharing with your relocation team before kickoff.
Document names only , no salary threshold or country-specific details
Please enter a valid email address.
We'll follow up with nationality-specific guidance if needed.
Downloading now
Our team may follow up with guidance for your employee's nationality.
Salary compliance · Collective agreement check · Embassy guidance
Sweden's June 2026 rule changes introduced three new failure points for every work permit application: the SEK 33,390/month salary threshold, mandatory comprehensive health insurance for short-stay permits, and employer compliance checks that can trigger rejection independent of the employee's documents. Jobbatical verifies every employment contract against the applicable collective agreement, coordinates all four mandatory employer insurance certificates, confirms EURES advertisement compliance, and manages the full Migrationsverket submission , so your HR team isn't tracking a 16-document checklist across multiple applicants.
| Priority | Main rejection risk | Documents | Count |
|---|---|---|---|
| 🔴 Critical | Salary below SEK 33,390/month, missing employer insurance certificates, or health insurance not meeting the June 2026 mandatory coverage standard — any one of these results in an immediate refusal under the new rules | Employment Contract · Four Mandatory Insurance Certificates · Comprehensive Health Insurance Certificate | 3 docs |
| 🔵 Required | Application cannot be registered or processed if missing; expired passport, unsigned contract, or missing EURES proof all block submission at the initial review stage | Valid Passport Copies · EURES Job Advertisement Proof · Salary Compliance Evidence · Company Registration Certificate · SSYK-Coded Job Description · Signed Employment Contract (employee copy) · Biometric Photograph | 7 docs |
| 🟡 Conditional | Required for specific situations: regulated industry employers, non-English/Swedish documents, higher education roles, regulated professions, and employees bringing family members — missing conditional documents in applicable cases cause the same delays as missing required documents | Financial Capacity Declaration · Collective Agreement Documentation · Academic Degree Certificate · Certified Translations · Professional Licence/Recognition · Family/Dependent Documentation | 6 docs |
|
Not sure which rejection risks apply to your employee's nationality and your company's industry? Get a case assessment.
Talk to Jobbatical about rejection risk →
|
|||
The standard checklist gets you to the starting line. But salary threshold compliance, collective agreement cross-checks, and health insurance format requirements vary by role and nationality — and under the June 2026 rules, Migrationsverket now checks employer compliance history too.
If your employee qualifies for a different route — or you're hiring for multiple countries — these checklists cover the next steps.
Disclaimer: This checklist is for general guidance only and does not constitute legal or immigration advice; requirements may change without notice. Sweden work permit document requirements, salary thresholds (SEK 33,390/month from 1 June 2026), employer insurance obligations, and sponsor compliance rules are updated regularly by Migrationsverket , verify against current official guidance at migrationsverket.se before submitting any application. Jobbatical accepts no liability for permit refusals, processing delays, or complications arising from reliance on this checklist. For a complete, case-specific document list and professional guidance, consult the Jobbatical immigration team.
The standard document checklist above applies to all nationalities. The notes below cover additional requirements or procedural differences for the most common applicant nationalities. Always verify current requirements with the Swedish embassy or consulate in your employee's country of residence before submitting, as embassy-specific rules and VFS Global service coverage change periodically.
🇮🇳 India | Additional requirements beyond the standard checklist:
|
🇵🇰 Pakistan | Additional requirements beyond the standard checklist:
|
🇵🇭 Philippines | Additional requirements beyond the standard checklist:
|
🇳🇬 Nigeria | Additional requirements beyond the standard checklist:
|
🇧🇩 Bangladesh | Additional requirements beyond the standard checklist:
|
🇺🇸 United States | Additional requirements beyond the standard checklist:
|
🇨🇳 China | Additional requirements beyond the standard checklist:
|
🇧🇷 Brazil | Additional requirements beyond the standard checklist:
|
🇹🇷 Turkey | Additional requirements beyond the standard checklist:
|
🇺🇦 Ukraine | Additional requirements beyond the standard checklist:
|
| Not sure what your employee's specific embassy requires? Email us at [email protected] | |
For full employer guidance on the Sweden Work Permit process and eligibility, see the Jobbatical Sweden Work Permit service page. Information is provided for general guidance only, verify current requirements at migrationsverket.se before submitting any application.
Need support beyond this calculator? Our experts handle the full process, from eligibility checks to application and compliance.
Explore Sweden Work PermitThe application requires documents from both sides. The employer submits: a signed employment contract, certificates confirming all four mandatory insurance types (health, life, industrial injuries, occupational pension), EURES advertisement proof, salary compliance evidence against the applicable collective agreement, a company registration certificate from Skatteverket, and an SSYK-coded job description. The employee submits: certified copies of all passport pages, comprehensive health insurance documentation (for stays up to 1 year), their signed copy of the employment contract, a biometric photograph, and — where the role requires it — academic qualification certificates with certified translations of any document not in Swedish or English. Conditional documents (financial capacity declaration, professional licence, family papers) apply in specific circumstances covered in the checklist above.
The contract must be signed by both the employer representative and the employee — unsigned or draft-version contracts are rejected at initial review. It must state the monthly salary (which must meet the applicable threshold and the relevant collective agreement rate), the job title that matches the SSYK occupation code, the contracted start date, working hours, and contract duration. If the contract is in a language other than Swedish or English, a certified translation by a sworn translator must accompany the original. The contract is also the document Migrationsverket uses to cross-check salary compliance and occupation eligibility — discrepancies between the contract and what the employer entered in the e-service application trigger a query and delay processing.
The certificate must explicitly confirm coverage for: urgent medical care, other necessary medical care, hospitalisation, emergency dental care, and medical repatriation back to the employee's country of origin. The coverage must be valid in Sweden for the entire permit period with no gaps, and minimum coverage of SEK 400,000 is required. Standard travel insurance is not accepted — the certificate must come from a dedicated health insurance product, not a travel policy. The coverage start date must not be later than the employment start date. If any of these elements are missing or the certificate is a travel insurance document, the application will be refused. This has become one of the most common rejection causes since the June 2026 rule change made it mandatory for all permits of up to one year.
The five most frequent document failures are: (1) the employer insurance package is incomplete — the occupational pension certificate is the most commonly missing of the four required types; (2) the health insurance certificate is a travel policy rather than a comprehensive health product, or the coverage period ends before the permit end date; (3) the employment contract has a salary that meets the SEK 33,390 statutory threshold but falls below the applicable collective agreement rate for the occupation and industry; (4) the EURES advertisement proof shows a posting period under 10 days, or the job title in the ad does not match the employment contract; (5) academic certificates or civil documents not in Swedish or English are submitted without a certified translation from a sworn translator. Each of these is a document preparation error — not an eligibility issue — and each is avoidable if the documents are reviewed against current Migrationsverket acceptance criteria before submission.
The proof must show that the position was actively live on the EURES portal for a minimum of 10 consecutive days before the hiring decision was made. The most accepted format is a screenshot or date-stamped export from the EURES listing showing the job title, posting date, and removal/expiry date. The job title in the advertisement must match the job title in the employment contract — a mismatch (e.g., "Software Engineer" in the ad vs "Senior Software Developer" in the contract) is sufficient cause for a query. The advertisement must not have been removed before the 10-day period elapsed. If the employer also posted on Arbetsförmedlingen (the Swedish Public Employment Service), retaining proof of that posting as a supporting document is recommended, though the EURES listing is the primary requirement.
Copies must cover: the biographical data page (photo, name, date of birth, nationality, passport number), any biometric/chip page, and every page that contains an entry stamp, exit stamp, prior visa, or residence permit sticker — blank pages do not need to be included, but no used page may be omitted. Copies must be in colour and legible; Migrationsverket explicitly states that all information on submitted documents must be clearly visible — blurry, cropped, or photocopied-from-photocopy images are rejected. The passport must remain valid beyond the end of the requested permit period — a permit cannot be granted for longer than the passport is valid, so if the passport expires in 12 months, the permit will be capped at 12 months regardless of what the employment contract states. If the employee has previously held a different nationality passport or is in the process of renewing their passport, both old and new copies should be included.
The job description must identify the occupation using the SSYK 2012 classification code — the code determines both permit eligibility and which salary threshold applies (standard 90% of median, or the lower 75% rate for shortage occupations). It must contain enough role detail for Migrationsverket to independently verify the classification: primary duties, required qualifications or experience, and the level of the role. It must also confirm that the occupation is eligible — personal assistants (subgroup 5343) and forest berry pickers (subgroup 9210) cannot qualify for a work permit from 1 June 2026. If the role is in a shortage occupation (such as certain IT support technicians, lab engineers, welders, or healthcare support roles), the exemption basis should be stated explicitly in the description so the lower salary threshold is applied. A vague job description that Migrationsverket cannot classify causes processing delays and may result in the wrong salary threshold being applied.
This document is required only for employers in industries that Migrationsverket classifies as higher investigation sectors — these are identified by SNI code and include cleaning (81290, 81210), hotel and restaurant (55101, 56), construction (41200, 421, 43), retail trade (471–478), agriculture and forestry (0113, 012, 021), automotive workshops (452), certain service businesses (9602–9609), and staffing agencies (782). If your company's SNI code falls in any of these categories, you must demonstrate the financial capacity to pay the employee's salary for at least three months. Acceptable evidence includes recent bank statements, audited accounts for the most recent period, or a formal solvency declaration. Municipal, regional, and state employers are exempt from this requirement. Omitting this declaration when it is required is one of the most common causes of delayed decisions for employers in these sectors.
Thank you for reaching to us!
We will get back to you with more information and the meeting details very soon.
Complete Sweden work permit (arbetstillstånd) checklist for 2026, 16 required documents, June 2026 salary threshold rules, employer insurance certificates, and EURES ad proof. Free download for HR teams.
View All Calculators For SwedenThe Swedish work permit (arbetstillstånd), issued by Migrationsverket, allows non-EU nationals to live and work locally for up to two years (renewable) for a specific employer.
Effective June 1, 2026, applications require a minimum gross monthly salary of SEK 33,390, comprehensive health insurance (for stays under one year), and strict employer compliance checks. The online process is initiated by the employer and completed by the employee, who must collect their residence permit card before starting work.
Documents your HR or legal team must prepare for Migrationsverket
Documents the employee gathers and submits via Migrationsverket's e-service
Download a simple reference PDF with all 16 Sweden Work Permit document names , useful for briefing your employee or sharing with your relocation team before kickoff.
Document names only , no salary threshold or country-specific details
Please enter a valid email address.
We'll follow up with nationality-specific guidance if needed.
Downloading now
Our team may follow up with guidance for your employee's nationality.
Salary compliance · Collective agreement check · Embassy guidance
Sweden's June 2026 rule changes introduced three new failure points for every work permit application: the SEK 33,390/month salary threshold, mandatory comprehensive health insurance for short-stay permits, and employer compliance checks that can trigger rejection independent of the employee's documents. Jobbatical verifies every employment contract against the applicable collective agreement, coordinates all four mandatory employer insurance certificates, confirms EURES advertisement compliance, and manages the full Migrationsverket submission , so your HR team isn't tracking a 16-document checklist across multiple applicants.
| Priority | Main rejection risk | Documents | Count |
|---|---|---|---|
| 🔴 Critical | Salary below SEK 33,390/month, missing employer insurance certificates, or health insurance not meeting the June 2026 mandatory coverage standard — any one of these results in an immediate refusal under the new rules | Employment Contract · Four Mandatory Insurance Certificates · Comprehensive Health Insurance Certificate | 3 docs |
| 🔵 Required | Application cannot be registered or processed if missing; expired passport, unsigned contract, or missing EURES proof all block submission at the initial review stage | Valid Passport Copies · EURES Job Advertisement Proof · Salary Compliance Evidence · Company Registration Certificate · SSYK-Coded Job Description · Signed Employment Contract (employee copy) · Biometric Photograph | 7 docs |
| 🟡 Conditional | Required for specific situations: regulated industry employers, non-English/Swedish documents, higher education roles, regulated professions, and employees bringing family members — missing conditional documents in applicable cases cause the same delays as missing required documents | Financial Capacity Declaration · Collective Agreement Documentation · Academic Degree Certificate · Certified Translations · Professional Licence/Recognition · Family/Dependent Documentation | 6 docs |
|
Not sure which rejection risks apply to your employee's nationality and your company's industry? Get a case assessment.
Talk to Jobbatical about rejection risk →
|
|||
The standard checklist gets you to the starting line. But salary threshold compliance, collective agreement cross-checks, and health insurance format requirements vary by role and nationality — and under the June 2026 rules, Migrationsverket now checks employer compliance history too.
If your employee qualifies for a different route — or you're hiring for multiple countries — these checklists cover the next steps.
Disclaimer: This checklist is for general guidance only and does not constitute legal or immigration advice; requirements may change without notice. Sweden work permit document requirements, salary thresholds (SEK 33,390/month from 1 June 2026), employer insurance obligations, and sponsor compliance rules are updated regularly by Migrationsverket , verify against current official guidance at migrationsverket.se before submitting any application. Jobbatical accepts no liability for permit refusals, processing delays, or complications arising from reliance on this checklist. For a complete, case-specific document list and professional guidance, consult the Jobbatical immigration team.
The standard document checklist above applies to all nationalities. The notes below cover additional requirements or procedural differences for the most common applicant nationalities. Always verify current requirements with the Swedish embassy or consulate in your employee's country of residence before submitting, as embassy-specific rules and VFS Global service coverage change periodically.
🇮🇳 India | Additional requirements beyond the standard checklist:
|
🇵🇰 Pakistan | Additional requirements beyond the standard checklist:
|
🇵🇭 Philippines | Additional requirements beyond the standard checklist:
|
🇳🇬 Nigeria | Additional requirements beyond the standard checklist:
|
🇧🇩 Bangladesh | Additional requirements beyond the standard checklist:
|
🇺🇸 United States | Additional requirements beyond the standard checklist:
|
🇨🇳 China | Additional requirements beyond the standard checklist:
|
🇧🇷 Brazil | Additional requirements beyond the standard checklist:
|
🇹🇷 Turkey | Additional requirements beyond the standard checklist:
|
🇺🇦 Ukraine | Additional requirements beyond the standard checklist:
|
| Not sure what your employee's specific embassy requires? Email us at [email protected] | |
For full employer guidance on the Sweden Work Permit process and eligibility, see the Jobbatical Sweden Work Permit service page. Information is provided for general guidance only, verify current requirements at migrationsverket.se before submitting any application.
Need support beyond this calculator? Our experts handle the full process, from eligibility checks to application and compliance.
Explore Sweden Work PermitThe application requires documents from both sides. The employer submits: a signed employment contract, certificates confirming all four mandatory insurance types (health, life, industrial injuries, occupational pension), EURES advertisement proof, salary compliance evidence against the applicable collective agreement, a company registration certificate from Skatteverket, and an SSYK-coded job description. The employee submits: certified copies of all passport pages, comprehensive health insurance documentation (for stays up to 1 year), their signed copy of the employment contract, a biometric photograph, and — where the role requires it — academic qualification certificates with certified translations of any document not in Swedish or English. Conditional documents (financial capacity declaration, professional licence, family papers) apply in specific circumstances covered in the checklist above.
The contract must be signed by both the employer representative and the employee — unsigned or draft-version contracts are rejected at initial review. It must state the monthly salary (which must meet the applicable threshold and the relevant collective agreement rate), the job title that matches the SSYK occupation code, the contracted start date, working hours, and contract duration. If the contract is in a language other than Swedish or English, a certified translation by a sworn translator must accompany the original. The contract is also the document Migrationsverket uses to cross-check salary compliance and occupation eligibility — discrepancies between the contract and what the employer entered in the e-service application trigger a query and delay processing.
The certificate must explicitly confirm coverage for: urgent medical care, other necessary medical care, hospitalisation, emergency dental care, and medical repatriation back to the employee's country of origin. The coverage must be valid in Sweden for the entire permit period with no gaps, and minimum coverage of SEK 400,000 is required. Standard travel insurance is not accepted — the certificate must come from a dedicated health insurance product, not a travel policy. The coverage start date must not be later than the employment start date. If any of these elements are missing or the certificate is a travel insurance document, the application will be refused. This has become one of the most common rejection causes since the June 2026 rule change made it mandatory for all permits of up to one year.
The five most frequent document failures are: (1) the employer insurance package is incomplete — the occupational pension certificate is the most commonly missing of the four required types; (2) the health insurance certificate is a travel policy rather than a comprehensive health product, or the coverage period ends before the permit end date; (3) the employment contract has a salary that meets the SEK 33,390 statutory threshold but falls below the applicable collective agreement rate for the occupation and industry; (4) the EURES advertisement proof shows a posting period under 10 days, or the job title in the ad does not match the employment contract; (5) academic certificates or civil documents not in Swedish or English are submitted without a certified translation from a sworn translator. Each of these is a document preparation error — not an eligibility issue — and each is avoidable if the documents are reviewed against current Migrationsverket acceptance criteria before submission.
The proof must show that the position was actively live on the EURES portal for a minimum of 10 consecutive days before the hiring decision was made. The most accepted format is a screenshot or date-stamped export from the EURES listing showing the job title, posting date, and removal/expiry date. The job title in the advertisement must match the job title in the employment contract — a mismatch (e.g., "Software Engineer" in the ad vs "Senior Software Developer" in the contract) is sufficient cause for a query. The advertisement must not have been removed before the 10-day period elapsed. If the employer also posted on Arbetsförmedlingen (the Swedish Public Employment Service), retaining proof of that posting as a supporting document is recommended, though the EURES listing is the primary requirement.
Copies must cover: the biographical data page (photo, name, date of birth, nationality, passport number), any biometric/chip page, and every page that contains an entry stamp, exit stamp, prior visa, or residence permit sticker — blank pages do not need to be included, but no used page may be omitted. Copies must be in colour and legible; Migrationsverket explicitly states that all information on submitted documents must be clearly visible — blurry, cropped, or photocopied-from-photocopy images are rejected. The passport must remain valid beyond the end of the requested permit period — a permit cannot be granted for longer than the passport is valid, so if the passport expires in 12 months, the permit will be capped at 12 months regardless of what the employment contract states. If the employee has previously held a different nationality passport or is in the process of renewing their passport, both old and new copies should be included.
The job description must identify the occupation using the SSYK 2012 classification code — the code determines both permit eligibility and which salary threshold applies (standard 90% of median, or the lower 75% rate for shortage occupations). It must contain enough role detail for Migrationsverket to independently verify the classification: primary duties, required qualifications or experience, and the level of the role. It must also confirm that the occupation is eligible — personal assistants (subgroup 5343) and forest berry pickers (subgroup 9210) cannot qualify for a work permit from 1 June 2026. If the role is in a shortage occupation (such as certain IT support technicians, lab engineers, welders, or healthcare support roles), the exemption basis should be stated explicitly in the description so the lower salary threshold is applied. A vague job description that Migrationsverket cannot classify causes processing delays and may result in the wrong salary threshold being applied.
This document is required only for employers in industries that Migrationsverket classifies as higher investigation sectors — these are identified by SNI code and include cleaning (81290, 81210), hotel and restaurant (55101, 56), construction (41200, 421, 43), retail trade (471–478), agriculture and forestry (0113, 012, 021), automotive workshops (452), certain service businesses (9602–9609), and staffing agencies (782). If your company's SNI code falls in any of these categories, you must demonstrate the financial capacity to pay the employee's salary for at least three months. Acceptable evidence includes recent bank statements, audited accounts for the most recent period, or a formal solvency declaration. Municipal, regional, and state employers are exempt from this requirement. Omitting this declaration when it is required is one of the most common causes of delayed decisions for employers in these sectors.
Thank you for reaching to us!
We will get back to you with more information and the meeting details very soon.
Complete Sweden work permit (arbetstillstånd) checklist for 2026, 16 required documents, June 2026 salary threshold rules, employer insurance certificates, and EURES ad proof. Free download for HR teams.
View All Calculators For SwedenSave time, eliminate manual tasks, and give your international employees a smooth, predictable relocation experience.
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