The person you want to employ has received a positive decision regarding their application for a work permit or residence permit to work in Sweden.
A person who has been granted a work permit has the right to work in the occupation and for the employer specified in the decision. An employee who has been granted a permit for at least one year should get listed in the Swedish Population Register.
As an employer, you are responsible for saving copies of documents that show that an employee has the right to be in Sweden and work here. You may need to present them as proof that you have carried out the checks required of employers. You must archive the documents throughout the employment period and for 12 months after the employment is terminated.
When you employ a citizen of a non-EU/EEA country, you must notify the Swedish Tax Agency of their employment. Use the Swedish Tax Agency's form SKV 1160, in which you fill in information about the name, address and employment period of the person who will be working for you.
The Swedish Tax Agency’s notification form
External link.
Employers in certain sectors may be obliged to report to the Swedish Migration Agency if the terms of employment of their employees who have work permits worsen. This duty is known as the “reporting obligation”.
The Swedish Migration Agency may decide to impose the reporting obligation in connection with its decision to grant a work permit. In that case, we will notify the employer about this.
If you have received a decision imposing the reporting obligation, but despite this do not report any worsened terms of employment, you may be sentenced to a fine or imprisonment.
If the terms of employment worsen to such an extent that they no longer meet the requirements for a work permit, the Swedish Migration Agency may revoke the work permit.
The Swedish Migration Agency can carry out inspections during a work permit’s ongoing period of validity, so-called “follow-up inspections”. During the follow-up inspection, we check that the employee has received the salary/wages and insurance coverage that were the basis for granting the permit.
In the event of a follow-up inspection, the employer must provide information about salary/wage payments and the employee’s insurance coverage. When you provide this information, you give your word of honour that it is accurate. The Swedish Migration Agency may impose a penalty payment if you do not provide the information we have requested.
If we discover, during a follow-up inspection, that the terms of employment that formed the basis for the permit have not been met, we will initiate a case for the withdrawal of the permit.
An employee who chooses to change employer during the period in which we are investigating whether their work permit application should be revoked has four months to apply for a new work permit for their position with the new employer.
If something changes while the employee is employed with you, such as a change in their terms of employment, this may affect the employee’s right to be in Sweden.
2025-03-05
The Swedish Migration Agency's new website has now been launched
On 5 March, the Swedish Migration Agency launched a completely new version of migrationsverket.se, with a new structure and a more user-friendly navigation. The purpose of the new website is primarily to make it easier for visitors to find the information they need.
2025-01-07
New EU Blue Card rules now apply
As of 1 January, new requirements and rules apply for anyone who wants to apply for an EU Blue Card and existing Blue Card holders.
2024-12-19
After the end of the year, seasonal workers will need employment contracts
In order to get a permit as a seasonal worker, it is no longer enough to have a job offer in Sweden. Instead, starting 1 January 2025, you will need to have an employment contract signed by both parties.