Sweden's excluded occupations and the four month start rule

Since 1 June 2026 Sweden grants no work permits for personal assistants or forest berry pickers. The employer must notify Migrationsverket if work has not started within four months of the permit's first day of validity, and the agency can refuse applications over the employer's offences or sanctions.

Two occupations that are excluded

Chapter 5, section 5 of the Aliens Ordinance excludes two groups: personal assistants, SSYK 5343, and forest berry pickers within unit group 9210. The exclusion was introduced by Förordning (2026:605) and applies regardless of the salary or terms offered. An application for either occupation cannot be saved by a higher wage.

When the exclusion was decided in May 2026, about 60 work permit applications for personal assistant jobs were pending. Berry pickers have a separate route: a picker hired by an employer established in Sweden can apply for a seasonal work permit instead of an ordinary work permit.

The timeline from filing to first day of work

Two four month periods govern the case, one for the agency and one for the employer.

The second period is the one most often missed. If the worker has not started within four months and the employer files no notice, Migrationsverket may revoke the permit and the hire is lost. The employer should track the start date from the day the permit becomes valid, not from the decision date.

Refusal grounds that concern the employer

Migrationsverket can now refuse an application over circumstances at the employer. The grounds are offences or suspected offences in the business, sanctions for hiring people without a permit, and sanctions over work related tax reporting. Information on employers held in the suspicion and criminal records registers can be disclosed to Migrationsverket in work permit cases.

For an employer with a past sanction, the review no longer stops at the terms of employment. An offer with correct pay and terms in line with the collective agreement can still be refused.

Insurance, pay and permit periods

Several conditions changed at the same time.

• A worker staying in Sweden for one year or less must hold, or have applied for, comprehensive sickness insurance for the employment period.
• Seasonal pay must reach at least the full time minimum under the Swedish collective agreement or industry practice, also for part time work.
• The same minimum pay rule applies to compensation under an ICT permit for intra corporate transferees.
• The maximum seasonal work permit period rose from six to nine months in any twelve month period.
• An EU Blue Card can be granted for up to four years at a time instead of two.

The rule text is in the Aliens Ordinance (2006:97).

Employer checkpoints

Before filing, check that the occupation is not excluded under chapter 5, section 5, that insurance cover is in place for shorter employments, and that the business carries no sanction that could lead to refusal. Once the permit is granted, enter the start date in the HR system with a reminder before four months from the first day of validity.

If the worker cannot start on time for any reason, such as delayed travel documents, the notice should be filed before the four months have passed. A timely notice gives Migrationsverket a basis to assess the case, while a permit with no start and no notice can be revoked. For shorter employments, proof of insurance should be in the file when the application is filed.

The notice duty is covered in the employer reporting duty, and the seasonal route in the nine month seasonal work permit. Open positions are on the job board.