Image courtesy of Visitstockholm.com / Photo taken by: Sören Andersson
If you are learning the ropes of bringing new employees to Sweden, we have some great advice for you. For starters, it is important to have all of the necessary documents on hand. Before we review the list of required documents, we would like to share some general tips to keep moving the process along smoothly.
Know the Big Picture:
First, know the big picture. Make sure you get a full overview of the status of your new hire’s history, and everything you will be asked to submit for the Migration Agency. This will help you to avoid mix ups and stay on schedule. If there is an incomplete application submitted to the Migration Agency, delays could result of up to one year.
Follow Union Guidelines:
Know the local union salary requirements so that you can offer at least the minimum level to avoid denial.
Advertise the position:
In addition, the position should be announced on Eures. This website is powered by the employment agency to allow anyone within the European Union to apply for the job before it is offered to someone outside the EU. We have seen applications denied at the renewal stage due to the neglect of this step. An exception would be if it is an intracompany transfer or if the person is a specialist.
Offer Proper Insurances:
Non-EU nationals must receive, in addition to basic benefits, additional insurance coverage such as pension, life, occupational injury insurance, and loss of income insurance. There are some exceptions for EU Blue Card holders and ICT permit holders, as well as an age requirement for pension. It is smart to review these requirements with an immigration expert.
Tips on Obtaining Residence Cards:
Check to see if a residence card has to be obtained outside Sweden. Not all nationalities need the resident card upon entry. Review to see what is relevant in your employee’s case. The card is usually processed fairly quickly depending on the time of year, however, getting the card to your employee on a timely basis can be the challenge. Some countries have efficient services but others do not so sometimes it is advised to have the employee travel to the embassy to pick it up. Note that everything usually takes longer in the summer. Read our earlier blog post for more information on the residence card topic.
Get Biometrics Completed Ahead of Time:
Another way to speed things along is to have your new employee schedule their biometrics as soon as their application has been filed if possible. Swedish embassies around the world have different policies, often due to safety measures, but if they can do the biometrics in their home country this will most often save time.
Lastly, If your employee has ever worked in Sweden before you should have an immigration professional review their paperwork. The previous employment and termination process must have been handled professionally or delays and even denials can result. Ensure that their records for past employment are squeaky clean so you do not need to pay the price later on.
Here is the list of required documents:
Required Documents For All Family Members:
- Passport Copy - scanned & showing all 4 corners. Photos often don’t have quality needed and this will cause delay.
- Permits in Other Countries - If there is a valid residence permit in a country other than their home country, provide the country and the time period.
- Permits in Sweden - If there is a permit in Sweden, provide a scanned copy of the decision letter from the Migration Agency.
- Schengen* Visits - State the visits including the countries and time periods during the past 12 months.
New Hire’s Required Documents:
(In addition to what is listed above as needed for all family members)
- Resume / CV - With all relevant dates. Thus, please ensure the resume is updated to include all start and end dates.
- Home Address - current home address including the postal code (zip code).
- Marital status - single, married or cohabiting - proof of marriage or cohabitation
New Hire’s Spouse: Required Documents:
- Marriage Certificate (If married) - If the original language is not in Swedish or English, please include a certified translation.
- Proof of Cohabitation (If not married) - Provide evidence proving that new hire and spouse have been living together for at least 6 consecutive months. Credible evidence includes a copy of joint lease, evidence of joint bank account, bills addressed to you individually - but to the same address. If the original language is not in Swedish or English, please include a certified translation.
New Hire’s Children: Required Documents:
Passport Copy - Make sure the copy is scanned (not a photograph) and is clear. All four corners of the open booklet must be visible. Please include copies of any entry and exit stamps from Schengen.
- Power of Attorney - Please note that both parents or legal guardians must sign the power of attorney.
- Birth Certificate - If the original language is not in Swedish or English, please include a certified translation.
- Permits in Other Countries - If the child has a valid residence permit in a country other than their home country, please provide the country and time period.
- Permits in Sweden - If the child has had a permit in Sweden, please provide a scanned copy of the decision letter from the Migration Agency.
- Schengen Visits - Please state the visits including the countries and time periods during the past 12 months.
Follow our guidelines above and you will be off to a good start for an efficient transfer of your employee to Sweden.
If you would like to learn more about these topics you might be interested in this Immigration Guide on our website with several articles on the subject. You can also download our handy checklist for bringing new hires to Sweden.
Feel free to reach out to us If you have any additional questions about bringing your foreign expert to Sweden.