1. Main Visa and Work Permit Categories

These are the main categories covered in this guide and do not represent every visa category available in Sweden.

1. Short-Term Tourism and Business Visits

Chinese ordinary passport holders generally require an appropriate Schengen Type C visa for short tourism or business visits to Sweden. Short stays in the Schengen Area are generally limited to a combined total of 90 days within any 180-day period. Time spent in different Schengen countries is counted together.

The validity period and number of entries shown on a visa are not the same as the period of stay actually authorized. Short-term visitor status does not automatically grant work rights. Activities that may be exempt from a work permit must still meet Sweden’s specific requirements.

Whether an activity qualifies as a business visit depends on the work actually performed, rather than the name of the trip or where the salary is paid. Activities such as installation, maintenance, training, and on-site client services should be reviewed carefully to determine whether a work permit or specific exemption is required.

2. Standard Employee Work Permit

The standard employee work permit applies to non-EU/EEA/Swiss nationals employed by a genuine Swedish employer, including a compliant staffing agency.

The applicant must have an employment contract signed by both parties. From June 16, 2026, the salary must be at least SEK 34,470 per month and must not be lower than the level established by the applicable collective agreement or industry practice.

New positions must generally be advertised in Sweden and across the EU/EEA and Switzerland for at least 10 days. The employer must arrange health insurance, life insurance, occupational injury insurance, and an occupational pension. Employees staying for less than one year must also meet the comprehensive health insurance requirement.

From June 1, 2026, certain forest berry-picking occupations and personal assistant positions are no longer eligible for the standard work permit.

An initial permit may be granted for up to two years but cannot exceed the validity of the employment contract or passport. A residence permit card is issued for stays exceeding three months. Passport verification and biometric registration must be completed before approval.

A renewal application must be submitted before the existing permit expires. The applicant must demonstrate that the salary, insurance coverage, and other employment conditions complied with the applicable requirements throughout the previous permit period.

Changing the employer, company registration number, occupation, duties, or other core employment conditions generally requires a new application. When the new application is submitted before the existing permit expires, an applicant who meets the official conditions may begin working for the new employer.

After losing a job, a permit holder may generally look for new employment for up to three months, but only within the remaining validity of the existing permit. After securing a new position, the employee must still apply promptly for a new permit. If the permitted period ends without another lawful status, the individual must leave Sweden.

3. EU Blue Card

The EU Blue Card applies to non-EU/EEA/Swiss nationals undertaking highly skilled employment in Sweden for at least six months.

The applicant must have completed at least 180 higher education credits or have at least five years of relevant professional experience. The applicant must also hold a highly skilled employment contract signed by both parties and lasting at least six months.

The current EU Blue Card salary threshold is SEK 53,625 per month. The applicant must also have comprehensive health insurance and meet the other applicable occupational requirements.

An initial EU Blue Card is generally granted for at least nine months and up to four years. The actual permitted activities and validity period depend on the approval decision.

To continue working, the holder must apply for an extension before the existing permit expires and continue meeting the salary, qualification, and insurance requirements. The Swedish Migration Agency must be notified as required if employment ends, the holder changes employer or occupation, or another change affects the conditions of the permit.

2. Entry, Dependants, and Other Arrangements

Visas, work approvals, and residence documents must correspond to the employee’s actual activities, and their validity periods should remain aligned.

The spouse, cohabiting partner, and eligible children of a standard employee work permit holder may apply together with the principal applicant. Their permits are generally granted for the same period as the principal applicant’s permit but cannot exceed the validity of their passports.

Adult family members and children who turn 16 during the relevant year are generally permitted to work, subject to the conditions stated on their approved permits and residence cards.

The spouse, registered partner, cohabiting partner, and eligible children of an EU Blue Card holder may also apply at the same time. Adult family members and children who turn 16 during the relevant year are generally permitted to work. Their permits cannot extend beyond the validity of the principal applicant’s permit or their own passports.

Study, transit, and other personal immigration categories have separate conditions. The principal applicant’s permit cannot be used directly as a family member’s entry or employment document.

3. Renewals, Changes, Termination, and Status Maintenance

4. How sailglobal Can Help

If your company plans to send employees to Sweden for business visits, local employment, short-term projects, or accompanying-family arrangements, sailglobal can help you understand the appropriate route and application requirements based on the individual’s status, responsibilities, and travel plans.

Visa, work permit, and residence applications are independently assessed by the relevant authorities. sailglobal does not guarantee approval or a fixed issuance date.