SWEDEN Law and Practice Contributed by: Robert Stromberg, Advokatfirman Cederquist KB
4. Foreign Workers 4.1 Limitations on Foreign Workers
the violation of their personal integrity by the process - ing of personal data. Accordingly, there are restric - tions on employers’ use of data regarding employees, former employees and applicants. There are certain basic requirements for any form of processing of per - sonal data that is fully or partly computerised, accord - ing to the GDPR. Personal data may only be processed if it is lawful to do so. For example, personal data may be pro - cessed to satisfy a purpose that concerns a legitimate interest of the employer, provided that this interest outweighs the interest of the registered person in pro - tection against violation of their personal integrity. The personal data must be collected for specific, explicitly stated and justified purposes. The collected personal data needs to be relevant and necessary for the pur - pose stipulated, and may not be stored for longer than necessary for the specified purposes. It must also be accurate and processed in a manner that ensures appropriate security of the personal data. Certain types of personal data are considered special categories of personal data, such as: • information about employees’ or applicants’ race or ethnic origin; • genetic data; • political opinions; • religious or philosophical beliefs; • membership of a trade union; or • personal data concerning health or sexual prefer - ence. Special categories of personal data may only be pro - cessed in special circumstances. The GDPR sets forth certain rights for registered individuals, such as the right to information concern - ing the processing of their personal data, the right to access, and the right to rectification, erasure, and restriction of processing.
Citizens of countries outside the EU must have a work permit to work in Sweden. In order for a per - son to obtain such a permit, the employer must have prepared an offer of employment and advertised the job in Sweden and the EU for ten days (this applies to new recruitment). The person applying for a work permit must also be able to show a signed written employment agreement. The terms of employment must be equal to or better than those provided under a Swedish CBA or those that are customary for the occupation or sector. In addition, the employee shall be entitled to health insurance, life insurance, indus - trial injuries insurance and occupational pension insurance. To qualify for a work permit, the employee must earn enough to support themselves. The gross monthly salary should be at least 80% of the Swed - ish median monthly salary at the time of application (which is SEK29,680 as of 17 June 2025). Additionally, the relevant trade union must have the opportunity to provide feedback on the terms of employment. The Posting of Workers Act applies to posted workers in Sweden. 4.2 Registration Requirements for Foreign Workers EU and EEA citizens do not need a visa and have the right to work in Sweden without work permits or resi - dence permits. People who have a residence permit in an EU country but are not EU citizens can apply to obtain the status of long-term resident in that country, thereby enjoying certain rights similar to those of EU citizens. Foreign employers with workers posted to Sweden are obliged to report such posting to the Swedish Work Environment Authority.
5. New Work 5.1 Mobile Work
The increase in mobile work imposes new demands on the work environment. The employer’s respon - sibility for the work environment is regulated by the
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