If you are relocating to Sweden, there is no doubt that you will have questions concerning the immigration process, settling down, Swedish work permits, integrating, employment, etc. Since we repeatedly receive the same questions, we’ve created a short list with common questions and answers below.
Answers to some common questions about immigration to Sweden
As a founder of an immigration firm, you can rest assured that questions around hiring, firing, applications, legalities around employment, etc., are part of my life both in and outside the office. I’m not complaining; I love what I do, especially since I have the most amazing colleagues with a wealth of wisdom and knowledge.
So, let’s talk about the most frequent questions we get about immigration, work permits, and the right to work in Sweden.
This person is already in Sweden on a permit. Can we hire him?
Our typical Immigration answer is – It depends.
Immigration to Sweden can be pretty complex, and there are many pieces of the puzzle. If you only get three parts and you need five to give a solid answer, it’s risky business to make assumptions. The problem with immigration is that while HR has a great deal of responsibility to check the current permit, and it’s even punishable by law now, the employee pays the accurate price.
So, when we get questions relating to the Swedish Migration Agency, Work Permits, and Residence Permits, what they can do. If they qualify for Permanent Residency as a spouse, we always ask for more background.
Since we like what we do, these questions drive by the need to have a deep understanding of the whole situation to take accountability for the answers.
We have a candidate who is on a Student Visa in Sweden. Can we hire her?
Yes, that is entirely possible; however, a couple of things need to establish first, for example, which university the person enrolled in and how many course credits took.
It’s possible to hire a student; the question is whether the candidate may stay in Sweden while the application filed. There is a possibility to apply for a job search visa; however, there must be a history of advanced studies, financial means, and healthcare insurance in place to qualify.
We have a potential hire that is here on a dependent visa. Can we hire him?
In most cases, yes; however, it’s good to review the permit to be sure.
We have a candidate that has lived in Sweden for many years. Can we hire her?
It is a red flag. Living in Sweden for many years without qualifying for permanent residency can be risky. It should explore deeper.
We have a South African candidate hired in Poland who wants to work remotely in Sweden on a Swedish-dependent visa. What requirements do we need to adhere to?
It is a mixed bag of various requirements, which supersedes the other? It includes several permit types, jurisdictions, reporting, and tax considerations. We would need a deep dive into this one.
We have already hired a person who already works in the office. Now we are wondering if that was the right move.
You can almost be 100% sure that this is a problem if the person hasn’t lived long in Sweden. This one is likely to need some damage control.
I thought my colleague set up the pension contributions for a new hire, but it seems missing.
While this has been of the most common reasons for deportations, the new law introduced on June 1st, 2022, allows the Swedish Migration Agency to overlook more minor mistakes and look at the big picture.
We want to offer a candidate a position in Sweden. What do I need to know?
- Nationality, dual citizenship?
- Does the person have a valid passport with at least 2-3 years, or does it need to be ordered first? It can sometimes be a dealbreaker because a person without a passport can often not travel. There are several countries, like Sweden, that have very lengthy processes.
- It’s always good to do a background check. The Migration Agency has access to Interpol and Europol data. Additionally, in many countries, a squeaky-clean police record is required as part of the documentation reviewed. Having a list of questions before you hire is a good idea. We have it too as a second checkpoint to avoid surprises.
As a recap, it’s fair to say that immigration is complex, full disclosure is essential, trust is bronze to know is silver, and to be prepared is gold. There may be some problems with a candidate’s legal standing in Sweden. Be open, present the issue, and we will have the solutions. Sometimes this is not what you want to hear. However, in the long run, it’s the best policy to run a tight ship with compliance. We have helped many people over the past 27 years to clean up and have a smooth arrival.
Would you like help with immigrating to Sweden?
Would you like some assistance with relocating to Sweden? Or perhaps the question you wanted an answer to wasn’t listed above? Whatever the case, feel free to get in touch with us here. We would love to help you, and we will try to get back to you as soon as possible!
