Work Permits
Advice and representation for employees, employers, extensions, and changes of status in Sweden.
Avoid permit refusals caused by technical mistakes
Work permit rules in Sweden are strict. The Swedish Migration Agency carefully reviews salary, insurance coverage, and employment conditions against collective agreements or established market standards.
Even small administrative failures by an employer can lead to refusals or, in extension cases, decisions that expose the employee to deportation risk.
We support both companies and individuals by reviewing contracts, insurance, application timing, and supporting documentation before submission and throughout the process.
Checklist for work permit matters
- Verify that the salary level meets current Swedish requirements for the specific role.
- Confirm that all mandatory insurances are in place from the correct start date.
- Review the employment agreement, working hours, and terms against applicable standards.
- Act early if you need an extension or a change of status to avoid gaps in lawful stay or work rights.
How we handle work permit cases
Legal review of the employment setup
We review salary, insurance, employer obligations, and contract terms before the case is submitted.
Application and supporting documentation
We help compile the right evidence, coordinate with the employer, and structure the application for the Swedish Migration Agency.
Follow-up, extension, and appeal
If questions, refusals, or extension issues arise, we respond strategically and represent you in appeals where needed.
Related immigration law topics
These pages cover adjacent search intents and help you move forward based on your situation.
Frequently asked questions about work permits
In many cases, yes, if the extension was filed on time and the legal conditions are met. We assess this in the specific case because timing is critical.
A change of status usually refers to moving from an asylum-based process into a work permit track when the legal requirements are fulfilled.
Yes. Missing insurance, incorrect salary levels, or defective documentation can be enough to trigger a refusal even when the employee has done everything right.