Sweden is making one of its largest shifts in migration policy in years. The government has been clear that the country is moving away from a system focused on asylum-based immigration and towards one centred on labour immigration. The aim is to reduce exploitation, strengthen enforcement, and at the same time remain attractive to international talent.
Stricter labour immigration regulations to end abuse and strengthen controls – Government.se
Labour Immigration Reform (Prop. 2025/26:87)
The main legislative proposal, Prop. 2025/26:87, takes effect on 1 June 2026. It introduces a higher minimum salary requirement for workers from outside the EU — set at 90% of Sweden’s median wage, around SEK 33,390 per month. This change follows concerns about widespread misuse of work permits, especially in industries with a history of exploitation.
Employers will see more scrutiny too. Work permits can now be refused if a company has tax debts, has received certain sanctions, or is suspected of offences such as labour exploitation or human trafficking. Penalties for illegal employment have also doubled, reaching SEK 118,400 per worker, or SEK 236,800 for violations lasting more than three months.
The government can also block permits for certain professions that have been identified as high‑risk for abuse. Early examples include berry picking and personal assistance roles. These restrictions apply to specific job types, not whole sectors.
At the same time, some rules are being relaxed for highly skilled workers — such as longer EU Blue Card validity and the option for certain applicants to apply for new permits from within Sweden.
Researchers, Doctoral Students and Students (February 2026 Bill)
The bill, published on 25 February 2026, focuses on strengthening Sweden’s appeal to international researchers and doctoral candidates. It proposes a three‑year route to permanent residence for researchers and doctoral students, as well as allowing doctoral candidates to receive a research residence permit instead of a standard study permit. This gives them broader rights and aligns Sweden with other research‑focused EU countries.
The proposal also makes it easier to switch between permit types without leaving the country — something that has been a long‑standing difficulty for students transitioning into research or employment roles. To curb misuse of student permits, working hours during term time will be limited to 15 hours per week.
Repatriation Grant and Other Measures
From 1 January 2026, Sweden has significantly increased its repatriation grant for people leaving the country voluntarily. Adults can now receive up to SEK 350,000, with households eligible for up to SEK 600,000. This change is paired with new tools for the Migration Agency to prevent fraud.
A related government announcement explains the reasoning behind the increase and the safeguards being introduced.
In addition, internal border controls have been extended into mid‑2026, and a separate proposal — expected this year — will address the future of permanent residence for refugees and those with subsidiary protection.
Leap29 Recommendations
Employers will need to make sure all non‑EU staff meet the new June 2026 salary threshold. Applications submitted before 1 December 2026 may still follow the older rules, giving some transition time. With tighter checks on employer conduct — including tax history, supply‑chain responsibility and use of staffing agencies — compliance will now directly influence work permit decisions.
To help organisations manage these requirements, Leap29’s Employer of Record services for Sweden can support with compliance, payroll, insurance obligations and ongoing employment administration, reducing the risk attached to the new rules.
Leap29 Perspective
“While many see Sweden’s tightening of labour immigration rules as a challenge, there is also opportunity in the clarity these changes provide. The new framework sets a higher, more predictable standard for international hiring — one that rewards well‑structured organisations and protects workers from exploitation. For businesses willing to adapt, this creates a more stable environment for long‑term planning and talent mobility. And with improved routes for researchers and doctoral students, Sweden is signalling that the door remains open to innovation and expertise. The focus now is on staying responsive, knowledgeable, and prepared to evolve as the situation develops”
Simon Duff Leap29 Director
