Introduction
In the past three months, Sweden has implemented an upgraded immigration system that has significantly improved processing times for work permits. Adjudications are now completed in less than 30 days, a substantial improvement from the previous six-month wait. This change aims to address Sweden's talent attraction issues, particularly in the tech and public sectors, where there is a notable shortage of professionals.
Talent Shortages and Strategic Shifts
Despite the improvements in processing times, Sweden continues to face significant talent shortages, especially in the IT industry, which is projected to need an additional 18,000 professionals in the coming years. To meet this demand, companies are increasingly looking to hire foreign nationals already residing in Sweden on work permits. This strategy is particularly popular in industries such as IT, manufacturing, and production.
Key Considerations for Employers
While hiring foreign nationals already in Sweden can expedite the onboarding process, there are several critical steps employers must take to ensure compliance and avoid future issues with permit renewals or permanent residence eligibility.
Changing Employers in Sweden
Foreign nationals with a Swedish work and residence permit for less than two years have their permit linked to both their SSYK code (a labor code associated with their occupation) and their employer. After two years, the permit is linked only to the occupation, which can complicate job changes if not properly managed.
Work Change Applications
Consider a hypothetical scenario where an employee has worked as a software developer (SSYK 2512) for two and a half years and wishes to change employers to become a Systems Analyst. Even though the permit is no longer tied to the current employer, a job change application is still required. The Migration Agency will scrutinize the job ad details and the reasons for not submitting a work change application at the time of the job change.The Migration Agency has become stricter over time, requiring detailed reviews of job roles and advertisement details. They also examine the complete insurance history and question any employment or salary gaps.
Recommendations for Employers
To mitigate risks and ensure compliance, employers should:
Employers can take several preemptive measures to mitigate risks:
Pros:
In the past three months, Sweden has implemented an upgraded immigration system that has significantly improved processing times for work permits. Adjudications are now completed in less than 30 days, a substantial improvement from the previous six-month wait. This change aims to address Sweden's talent attraction issues, particularly in the tech and public sectors, where there is a notable shortage of professionals.
Talent Shortages and Strategic Shifts
Despite the improvements in processing times, Sweden continues to face significant talent shortages, especially in the IT industry, which is projected to need an additional 18,000 professionals in the coming years. To meet this demand, companies are increasingly looking to hire foreign nationals already residing in Sweden on work permits. This strategy is particularly popular in industries such as IT, manufacturing, and production.
Key Considerations for Employers
While hiring foreign nationals already in Sweden can expedite the onboarding process, there are several critical steps employers must take to ensure compliance and avoid future issues with permit renewals or permanent residence eligibility.
Changing Employers in Sweden
Foreign nationals with a Swedish work and residence permit for less than two years have their permit linked to both their SSYK code (a labor code associated with their occupation) and their employer. After two years, the permit is linked only to the occupation, which can complicate job changes if not properly managed.
Work Change Applications
Consider a hypothetical scenario where an employee has worked as a software developer (SSYK 2512) for two and a half years and wishes to change employers to become a Systems Analyst. Even though the permit is no longer tied to the current employer, a job change application is still required. The Migration Agency will scrutinize the job ad details and the reasons for not submitting a work change application at the time of the job change.The Migration Agency has become stricter over time, requiring detailed reviews of job roles and advertisement details. They also examine the complete insurance history and question any employment or salary gaps.
Recommendations for Employers
To mitigate risks and ensure compliance, employers should:
- Review Employment Conditions: Before making an offer, review the candidate's previous and updated employment conditions, including the SSYK code and job description, to determine if a work change application is necessary.
- Conduct Immigration History Assessments: Thoroughly review the candidate's entire immigration history in Sweden to ensure compliance.
- Advertise Job Roles Properly: Ensure the role has been advertised on the Swedish Arbetsformedlingen website for the required 10-day period to facilitate compliance checks.
- Train Talent Acquisition Teams: Equip talent acquisition professionals with the knowledge to identify discrepancies in job titles and roles.
- Engage Government Relations: Proactively discuss these issues with unions and the Migration Agency to facilitate smoother processes.
Employers can take several preemptive measures to mitigate risks:
- Integrate Immigration History Assessments: Make this a standard part of the onboarding process.
- Review SSYK Codes and Job Descriptions: Ensure they align with the new role to avoid triggering a job change application.
- Advertise Roles Properly: Maintain records of job advertisements to provide evidence if required.
- Train Talent Acquisition Teams: Ensure they understand the nuances of the immigration system.
- Engage with Unions and Government: Raise awareness and discuss potential issues to facilitate smoother processes.
Pros:
- Faster Processing Times: The new system significantly reduces the wait time for work permit adjudications.
- Increased Competitiveness: Improved processing times make Sweden more attractive to foreign talent.
- Strategic Hiring: Companies can more easily hire foreign nationals already in Sweden, addressing immediate talent shortages.
- Complex Compliance Requirements: Employers must navigate complex regulations regarding job changes and work permits.
- Strict Scrutiny: The Migration Agency's strict review process can complicate job changes and renewals.
- Ongoing Talent Shortages: Despite improvements, significant talent shortages remain, particularly in the tech sector.
