On May 22, 2026, the Swedish Migration Agency (Migrationsverket) announced the government’s final decision regarding the list of occupations under the new labor migration regulations outlined in draft law 2025/26:87. Effective June 1, 2026, applicants seeking a Swedish work permit will need to demonstrate a salary of at least 90% of the average Swedish salary. However, certain roles will be exempt from this requirement, while two specific occupations will be entirely ineligible for work permits. Employers are urged to reassess their pending and anticipated hires in light of these new guidelines.
Exemptions for Approximately 20 Occupations from the 90% Standard Effective June 1, 2026
For approximately 20 occupations, the salary threshold will be set at 75% of the average Swedish salary rather than the mandatory 90%. This list encompasses a variety of roles, including:
- Chemical and chemical engineering engineers and technicians
- Laboratory Engineer
- IT Operations Technician
- IT Support Technician
- System Administrator
- Network and Systems Technician
A detailed list, which includes roles in healthcare, agriculture, forestry, food processing, skilled trades, and other process work, can be found on the Migrationsverket news page: Nya regler för arbetskraftsinvandring – dessa yrken undantas (Migrationsverket, May 22, 2026).
Additional Groups Exempt from the 90% Threshold Effective June 11, 2026
Four additional categories will also qualify for the 75% salary threshold:
- Former students applying for work permits while residing in Sweden
- Foreign qualification holders seeking jobs that would allow them to obtain a Swedish license as a pharmacist, doctor, nurse, or dentist
- Holders of residence permits granted through temporary protection based on employment
- Employees of specific technology or life sciences firms that are in their early stages (under five years old and with fewer than 100 employees)
Complete Exclusion of Two Occupations from Work Permits
Two occupations are entirely ineligible for work permits, irrespective of salary or contract conditions:
- Personal Assistant (affecting approximately 60 pending applications)
- Berry pickers (seasonal work permits will remain unaffected, as they are issued via a different process)
Mandatory New Reporting Requirements for Employers
Employers are now obligated to notify Migrationsverket if a sponsored employee does not commence work within four months of the permit taking effect. Additionally, data from the Swedish Crime and Charges Register may be disclosed to Migrationsverket in relation to work permit cases, enhancing oversight and compliance.
Implications for Employers in Light of New Regulations
Pending cases will be influenced by these new regulations. Applications submitted or decided on or after June 1, 2026, will be assessed under the updated rules, including those filed prior to that date. Migrationsverket has received about 2,200 initial applications, with around 120 pertaining to the newly exempt occupations. Employers must audit pending and upcoming cases against the exemption and exclusion list, as well as reassess any offered salaries to determine if the 75% exemption applies. Notably, sponsorship for Personal Assistants is coming to an end, and they will no longer be able to obtain work permits regardless of salary. It is critical to identify any current or planned sponsorships for Personal Assistants and seek guidance on alternative routes. Employers should also update their onboarding and HR systems to adhere to the new quarterly notification rules regarding start dates, ensuring compliance with reporting requirements.
This immigration update is intended for informational purposes only and should not replace legal or scenario-specific advice. Regulations can change suddenly and unexpected developments may occur.
