Swedish work permit salary requirements

What changed in 2025

If you work in Sweden on a work permit, salary compliance is a primary condition assessed by Migrationsverket. Since 17 June 2025 the minimum monthly salary is 29 680 SEK. This equals 80 percent of Sweden’s median salary.
This base applies to all employed permit holders.

Who is affected

• New applicants for employed work permits
• Employees changing employer or role in Sweden
• Employees renewing a permit
• Applicants for permanent residence who must show continuous compliance

How salary is assessed

Two things must hold at the same time:

1. Your pay meets the general minimum of 29 680 SEK per month before tax.
2. Your pay and terms are at least in line with a relevant collective agreement or what is customary for the occupation and industry.
   SCB wage statistics and SSYK codes are used to understand customary levels.

Step 1: confirm the general minimum

You must earn at least 29 680 SEK per month before tax. Applications below this level are refused even if other conditions are met.

Good practice

• Align the contract with payroll and payslips
• Use a fixed monthly base, not only hourly or variable pay
• If you move to part time, keep the monthly gross above the threshold

Step 2: check appropriateness for the role

Identify the correct SSYK code for your job. Compare your salary with customary pay for that code and sector using SCB wage tables or a relevant collective agreement. Use the latest available data.

Continuity over time

For extensions and for permanent residence, Migrationsverket reviews salary month by month. You must show that you met the correct minimums for each period worked in Sweden. Short periods of underpayment can lead to refusal or shorter permits. Keep clear records.

What counts as salary

• Fixed monthly gross pay before tax is the primary measure
• Regular contractual supplements that are taxable can be counted
• Overtime, irregular bonuses, and discretionary benefits usually do not count toward the minimum
• Benefits in kind do not replace salary unless clearly allowed by law and contract and the value is taxable
• Salary must be paid to your own account and match the contract and payslips

Part time, leave, and role changes

• Part time is allowed if the monthly gross still meets required levels
• Unpaid leave months do not meet the requirement
• If your role changes, recheck the SSYK and the customary pay for the new role

Documentation that proves compliance

Prepare a consistent set of records:

• Employment contract with title, duties, working hours, and salary
• Mapping to SSYK in internal documentation
• Payslips for every month under review
• Reference to collective agreement or union opinion if applicable
• Contract amendment if the role or salary changed

Common refusal reasons and how to avoid them

• Pay below the general minimum
• Pay below customary level for the occupation and sector
• Variable pay that drops the monthly gross below required levels
• Job title or duties that do not match the SSYK used
• Missing payslips or deposits that do not match payroll
• Salary increases dated after the review period start

Renewal checklist

• Confirm the current SSYK code and sector
• Retrieve the latest SCB wage table for the occupation and sector or cite the relevant collective agreement
• Check that each month since the last decision meets the highest applicable requirement
• Update the contract if role or hours changed
• Gather payslips and matching bank statements for the whole review period
• Add union confirmation if requested

Key takeaway

Meeting the baseline is not enough. Pay must also align with customary levels for the occupation and remain compliant for every month under review. Clear contracts, correct role mapping, and consistent payroll keep applications and renewals on track.