Work permits are one of the firm's largest practice areas – over the years we have handled several thousand applications. We mainly assist employers recruiting several employees from countries outside the EU/EEA, whether for larger projects or as a recurring part of their business.
Among other things, we have set up Swedish branches for foreign construction and industrial companies with major projects in Sweden and handled work permits for the staff of several international companies – more than 1,000 workers in total. Many of them have since been granted permanent residence permits, and we continue to assist these companies today.
How we work with employers
We handle the entire process – from advertising the positions and checking the terms of employment to applications, supplementary submissions and the decision of the Swedish Migration Agency (Migrationsverket). For group applications, we coordinate the applications so that processing runs as smoothly as possible for both the company and its employees.
We continuously analyse the applicable collective agreements to ensure that the terms of employment offered meet the requirements – whether or not the company itself is bound by a collective agreement.
We also monitor the terms of employment during the permit period, so that extensions and applications for permanent residence are not blocked by shortcomings that could have been rectified in time. We have the experience and expertise required to handle large volumes of applications for medium-sized and larger companies that regularly recruit labour.
Extensions and permanent residence
Work permits are time-limited. When a permit is extended, the Migration Agency checks that the terms of employment during the previous permit period matched the job offer and the applicable collective agreement or industry practice. Before an extension, we review the terms and propose adjustments where necessary.
After a period of work in Sweden, the employee may be able to obtain a permanent residence permit. Here too, the assessment covers whether the terms of employment were met throughout the entire permit period.
Family members
We also help with applications for the employees' families – spouses or cohabiting partners and children. Decisions for family members are announced at the same time as the main applicant's decision.
Appeals
If an application has been refused, we assist with the appeal. The legislation and the Migration Agency's practice can be hard to predict, and the best results are achieved when we are involved from the start.
Frequently asked questions
What is required to employ someone from outside the EU/EEA?
The employer must offer employment with a salary that meets the Swedish Migration Agency's salary requirement and is in line with the collective agreement or industry practice. Health, life and occupational injury insurance and an occupational pension must apply from the first day. The position must normally first have been advertised within the EU/EEA, for example on Platsbanken, for at least ten days. The employee needs a valid passport.
Can the employee change employer?
During the first two years, the work permit applies to a specific employer and a specific occupation. Anyone who wants to change employer or occupation during that time must apply for a new work permit before starting work for the new employer.
What does the Migration Agency examine when a permit is extended?
The Migration Agency checks that salary, insurance and other terms during the entire previous permit period have matched the offer and the collective agreement or industry practice. Shortcomings can lead to a refusal. We therefore review the terms well before the extension, so that any errors can be corrected.
Can the family come to Sweden?
Yes. A spouse, cohabiting partner and children under 18 can apply for residence permits as accompanying family members. There may be a requirement that the employee can support the family. We coordinate the family's applications with the main applicant's.
Do you handle the whole process?
Yes. We assist employers with advertising, checking employment terms against collective agreements, applications, supplementary information, extensions and permanent residence – including for many employees at once and for recurring recruitment.