Sweden Work Permit Salary Threshold 2026: The 90% Rule Explained
Sweden’s work permit salary rules changed on 1 June 2026. The salary a foreign worker must be offered rose from 80 per cent to 90 per cent of the Swedish median salary. A reduced threshold of 75 per cent applies to a defined list of occupations and groups. A transitional rule protects some extension applications, but it expires on 2 December 2026.
If you employ foreign workers in Sweden, or you are applying yourself, the figures below are the ones that decide your case.
The two salary thresholds
| Threshold | Monthly salary | Applies to |
|---|---|---|
| 90 per cent of median salary | SEK 34,470 | The general requirement for work permits |
| 75 per cent of median salary | SEK 28,725 | Listed occupations and exempt groups (below) |
These are the amounts published by the Swedish Migration Agency (Migrationsverket) and applicable from 16 June 2026. The figures are tied to the median salary and are revised when it is updated, so always confirm the current amount before submitting an application.
The salary must also be at least on a par with any applicable Swedish collective agreement, and it must be enough to meet the maintenance requirement. Meeting the percentage threshold alone is not sufficient if the terms are below what the collective agreement in your sector provides.
Who qualifies for the lower 75 per cent threshold
According to Migrationsverket, the reduced threshold applies to:
- Listed occupations specified in the Aliens Ordinance (Utlänningsförordningen), including IT technicians, healthcare assistants, welders and agricultural workers
- Former students and researchers who hold a Swedish residence permit, and people holding temporary protection status
- Certain healthcare professionals, including doctors, dentists and nurses, who are in the process of obtaining Swedish certification
- Employees of tech and life science start-ups that are less than five years old and have fewer than 100 employees
Whether a role falls inside a listed occupation is decided by the actual duties, not the job title used in the employment contract. This is one of the most common reasons an application that looked compliant is refused.
The 2 December 2026 deadline
This is the part employers most often miss.
- New applications receiving a decision on or after 1 June 2026 are assessed against the 90 per cent threshold.
- Extension applications submitted between 1 June and 1 December 2026 may still be assessed against the previous 80 per cent requirement, provided the current permit was granted before 1 June 2026.
- From 2 December 2026, the 90 per cent threshold applies to all extensions without exception.
If you have employees whose permits expire in the first half of 2027, the difference between applying before and after 2 December 2026 can be the difference between a straightforward extension and a salary increase you had not budgeted for. Review those cases now, not in January.
Which permits are affected
- General work permits
- Seasonal work permits, which must now pay at least the minimum salary for full-time work
- EU Blue Cards (EU-blåkort), used for highly qualified employment
- ICT permits for intra-corporate transfers
For companies moving specialists or managers between group entities, the ICT permit and the EU Blue Card are often better routes than a standard work permit, with different qualifying criteria. Choosing the wrong track at the outset is expensive to correct later.
Other changes introduced at the same time
- Work permits are no longer available for forest berry pickers and personal assistants.
- Employees staying for a maximum of one year must hold comprehensive health insurance.
What employers should do now
- Audit every current permit holder against the new figures, and note each permit’s expiry date.
- Identify extensions due before 2 December 2026 and file them inside the transitional window where it helps.
- Check whether any role qualifies for 75 per cent by reference to actual duties and the Aliens Ordinance list.
- Compare the offered salary against the collective agreement in your sector, not only against the percentage threshold.
- Confirm insurance cover is in place, including comprehensive health insurance for stays of up to one year.
- Budget for salary uplifts where an existing employee falls between the old and new thresholds.
If a permit is refused
A refusal is not the end of the matter. Decisions can be challenged where there has been a legal or procedural error, where the individual assessment required by law was not carried out, or where the outcome is disproportionate. In some situations Migrationsverket can reconsider its own decision under the Administrative Procedure Act (Förvaltningslagen 2017:900); in others the route is an appeal to the Migration Court. Time limits are short, so act quickly.
Frequently asked questions
What is the minimum salary for a Swedish work permit in 2026?
SEK 34,470 per month, equal to 90 per cent of the Swedish median salary, for the general requirement. A reduced threshold of SEK 28,725 per month, equal to 75 per cent, applies to listed occupations and certain exempt groups.
Does the new rule apply to permit extensions?
Extension applications submitted between 1 June and 1 December 2026 may still be assessed against the earlier 80 per cent requirement if the current permit was granted before 1 June 2026. From 2 December 2026 the 90 per cent threshold applies to all extensions.
Does the salary threshold apply to EU Blue Cards and ICT permits?
Yes. The changes that took effect on 1 June 2026 cover general work permits, seasonal work permits, EU Blue Cards and ICT permits.
Can a start-up pay the lower threshold?
Employees of tech and life science start-ups that are less than five years old and have fewer than 100 employees fall within the group eligible for the 75 per cent threshold, subject to the other requirements being met.
What happens if the salary is below the threshold?
The application will normally be refused. Where the shortfall is small, raising the salary before a decision is issued may resolve it. Where a decision has already been made, the options are reconsideration or appeal depending on the grounds.
How Sweden Relocators can help
We handle work permit applications, extensions, EU Blue Cards and ICT permits for both employers and individual applicants across Sweden and Denmark, and we assist with every application type from first filing to appeal. For companies, that includes auditing your existing permit population against the new thresholds and planning extensions around the 2 December 2026 deadline.
Contact us on +46 72 327 62 76, by WhatsApp on the same number, or at info@swedenrelocators.se.
Sources: Swedish Migration Agency (Migrationsverket), “New rules for work permits come into force” (1 June 2026) and “Salary requirements for a work permit”. This article is general information, not individual legal advice. Figures are tied to the median salary and change when it is revised. Last reviewed 26 August 2026.