Salary hike for work permits to SEK 29,680 “not good for Sweden”

Sweden has raised the minimum salary for work permits to SEK 29,680 per month starting June 17, 2025, matching 80% of the updated national median wage. The Swedish Migration Agency says any application filed on or after that date must meet the new salary level or it will be refused. Applications submitted before June 17, 2025 are assessed under the old threshold of SEK 28,480.

The change follows Sweden’s annual update tied to the median wage. Statistics Sweden (SCB) reported the median wage increased from SEK 35,600 to SEK 37,100 in June 2025. Because the work permit floor is set at 80% of the median, the required pay now stands at SEK 29,680.

Officials frame the move as a way to protect the labor market by keeping foreign workers’ pay in line with local standards and collective agreements. Employers must now review offers and contracts to ensure they meet or exceed the new figure throughout the permit period.

For official guidance and current rules, see the Swedish Migration Agency’s Working in Sweden page: https://www.migrationsverket.se/English/Working.html.

Policy changes — how the threshold is set

• The salary threshold is recalculated each year using SCB data on the national median wage.
• The 2025 update moved the median from SEK 35,600 to SEK 37,100, pushing the 80% floor to SEK 29,680.
• The new threshold applies to applications filed on or after June 17, 2025.
• Employers must confirm that offered pay is at or above the threshold when filing, and keep it there during the entire permit period.

Officials say the policy reduces wage dumping and ensures fair competition. Supporters add that tying the salary floor to the median wage gives a simple reference point for salary checks during audits and renewals.

Who is affected

• First-time applicants and renewals are both covered by the new rule.
• If the offered pay is even slightly under SEK 29,680, the Swedish Migration Agency will normally deny the application.
• Employers and recruiters are warned to check wage benchmarks regularly because the median wage can shift again next year.

Immediate employer actions and compliance

Employers should take these steps to remain compliant:
1. Check the latest median wage posted by SCB.
2. Ensure the job offer meets or exceeds SEK 29,680 per month for filings from June 17, 2025.
3. Align the contract with any relevant collective agreement and industry standards.
4. File the work permit application with the updated salary clearly shown.
5. Wait for a decision from the Swedish Migration Agency, which will review salary compliance.
6. If approved, keep salary at or above the threshold for the full permit period.

Key practical points:
– The Migration Agency can deny applications showing pay below SEK 29,680 without further review.
– If pay falls below the threshold during the permit period, it can jeopardize renewals or future filings.
– Roles covered by collective agreements should still meet those terms, which may be above the floor.
– Keep clear payroll records to demonstrate ongoing compliance.

Impact on applicants and sectors

• The direct effect: salaries offered to non-EU workers must be at least SEK 29,680 per month for applications submitted from mid-June onward.
• This change particularly affects sectors with lower pay levels, such as hospitality, retail, and certain entry-level roles.
• Smaller firms may struggle to raise pay quickly, potentially slowing hiring or increasing pressure on existing staff.
• Critics worry this may make Sweden less attractive for some foreign workers; supporters argue it promotes fair wages and protects Swedish workers from unfair competition.

Practical examples and employer/HR guidance

• Example: A small café that previously offered around SEK 28,500 must now offer at least SEK 29,680 and maintain that pay to avoid renewal risk.
• Example: A tech startup hiring a junior developer who already earns above the new floor will see little change, but must still document salary and standard terms.

Recruiter and HR recommendations:
– Ask for the salary in writing and keep copies of all documents.
– Create an internal checklist tied to the median wage update so HR, finance, and hiring managers use the same figures.
– Consider raising starting pay above the minimum to reduce renewal risk and account for future increases.
– Add contract clauses describing scheduled salary reviews in line with annual wage updates.

Market response and outlook

• VisaVerge.com reports companies just above the old floor are adjusting budgets and timing of offers.
• Some HR teams are bringing forward filings to lock in the old threshold for eligible cases; others are raising pay to build a buffer.
• The salary floor will likely shift again in 2026, following SCB data. Employers planning multi-year hires may want to set starting pay above the minimum to reduce future risk.

Sweden’s approach mirrors a broader European trend of linking work permits to a transparent, data-based salary floor to guard against underpayment. Whether this will reduce the supply of foreign workers in lower-paid roles remains to be seen.

Final takeaway: Any offer made from June 17, 2025 must meet the SEK 29,680 requirement, and payroll must keep pace through the entire stay.