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      Following extensive inquiries and consultation rounds, the Swedish government will implement new and stricter rules for labor immigration. The aim is to combat the exploitation of foreign workers and labor market crime, strengthen protections for foreign employees, and facilitate the entry of highly qualified labor into Sweden. The new regulations are proposed to enter into force on 1 June 2026.1 

      WHY THIS MATTERS

      The new rules bring increased clarity and predictability, but also greater administrative and practical complexity for both employers and authorities.

      The government’s ability to introduce exemptions and exclude certain occupations provides some flexibility but may also create uncertainty around how the rules will be applied in practice. It will therefore be important to monitor the effects of the legislative changes to ensure compliance and legal certainty. 

      Key Highlights

      Stricter Salary Requirements for Work Permits

      • As of 1 June 2026, the salary offered in work permit applications must amount to at least 90 percent of the median salary in Sweden (previously 80 percent, currently equivalent to SEK 29,680). This threshold will be adjusted annually based on statistics from Statistics Sweden (SCB).
      • The government will have the authority to grant exemptions for certain occupational groups, such as shortage occupations or if collectively agreed wages fall below the threshold.
      • Certain categories, such as berry pickers and personal assistants, may be entirely excluded from eligibility for work permits. The need for exemptions will be subject to further investigation.

      Health Insurance Requirement

      • For stays of up to one year, applicants must have or have applied for comprehensive health insurance that is valid in Sweden.
      • This requirement already applies to EU Blue Card holders, Intra-Corporate Transfer (“ICT”) permits, and residence permits for research and higher education studies.
      • The government sees no reason to treat work permit applicants differently in this regard and therefore proposes that the requirement be extended to these applications as well.

      Stricter Requirements for Employers

      • Work permits may be denied if the employer is reasonably suspected or convicted of crimes punishable by more than fines, or offenses related to labor exploitation, human trafficking, or tax evasion.
      • Additionally, the penalty fee for employers who have hired individuals without the legal right to reside or work in Sweden will be increased from one to two income base amounts per person, and from two to four base amounts for violations exceeding three months. The same levels apply to contractors within subcontracting chains.

      Rules for Specific Permit Types and Occupations

      • ICT permits and seasonal work will be subject to minimum wage requirements based on collective agreements or established practice, and the standard maintenance requirement will be removed.
      • EU Blue Cards for highly qualified workers may be granted for up to four years (previously two years).
      • The government also proposes that certain occupational groups be excluded from eligibility for work permits.
      • Previous investigations have identified sectors such as cleaning, construction, transport, staffing, and personal assistance as being overrepresented in misuse of the regulatory system and exploitation of labor immigration.
      • However, it has not yet been determined which occupations will be affected. The government proposes that the list of excluded occupations be adjustable based on assessed needs.

      Transition and Entry into Force

      • The new rules are proposed to take effect on 1 June 2026.
      • Applications for extensions of work permits granted before this date will be subject to the previous rules, provided the renewal application is submitted no later than 1 December 2026.
      • The new salary requirements will not apply retroactively to previously granted permits.

      KPMG INSIGHTS

      Steps to Consider

      In light of the upcoming changes, companies may wish to review their procedures and confirm that salary thresholds, insurance requirements, and employer obligations are met. The administrative burden and need for clear information will increase, particularly for small and medium-sized enterprises. Companies may also wish to plan for the proposed increase in the salary threshold, from SEK 29,680 to SEK 33,390 (based on current levels), which may have significant implications for employers seeking to retain or recruit foreign labor whose wages are close to the threshold.

      What’s Next?

      KPMG in Sweden views many of the proposed changes as expected and aligned with the government’s intention to tighten labor immigration regulations and place greater emphasis on attracting highly qualified professionals. It also anticipates that applications for EU Blue Cards may become more attractive due to the possibility of longer permit durations.

      If employers, organisations, or individuals have questions regarding the updated immigration regulations and require further advice and assistance regarding next steps, they should consult with their qualified immigration counsel, or they can contact a member of the Immigration team with KPMG in Sweden (see the Contacts section).

      FOOTNOTE:

      1  (In Swedish) Regeringskanliet website: Justitiedepartementet, “Nya regler för arbetskraftsinvandring” (publicerad on 16 October 2025).

      Contacts

      nina-dahlsten
      Nina Dahlsten

      Tax Advisor

      KPMG in Sweden

      peter-lindstrom
      Peter Lindström

      Senior Manager

      KPMG in Sweden

      Cornelia Netteberg-Jörgensen
      Cornelia Netteberg-Jörgensen

      Associate, Migration Advisor

      KPMG in Sweden

      More Information

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      Disclaimer

      * Please note the KPMG International member firm in the United States does not provide immigration or labour law services. However, KPMG Law LLP in Canada can assist clients with U.S. immigration matters.

      The information contained in this newsletter was submitted by the KPMG International member firm in Sweden.

      GMS Flash Alert is a Global Mobility Services publication of the KPMG LLP Washington National Tax practice. The KPMG name and logo are trademarks used under license by the independent member firms of the KPMG global organization. KPMG International Limited is a private English company limited by guarantee and does not provide services to clients. No member firm has any authority to obligate or bind KPMG International or any other member firm vis-à-vis third parties, nor does KPMG International have any such authority to obligate or bind any member firm. The information contained herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. Although we endeavor to provide accurate and timely information, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation.

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