Sweden Implements New Notification Requirements for Employee Termination

June 13, 2025
By Hannah In-Chan, Director, Newland Chase Advisory

As part of ongoing regulatory changes, Swedish authorities are stepping up their enforcement of immigration compliance regarding foreign workers. Employers in Sweden must now take immediate action to report employee terminations or departures to the Swedish Migration Agency to avoid penalties.

Increased Monitoring of Work Permits

The Swedish Migration Agency has announced its intent to increase the revocation of work permits for foreign nationals who no longer hold employment in Sweden or who are not actively using their permits. This new directive serves to ensure that only individuals who are compliant with immigration laws maintain their work status.

Notification Process for Employers

Employers are required to notify the Swedish Migration Agency promptly when an employee is terminated or departs the country. This notification is essential not just for maintaining compliance but also for mitigating potential risks associated with non-compliance.

When notifying the Migration Agency, employers may need to provide supporting documentation, which could include:

  • A valid employment contract with a new employer in Sweden.
  • Evidence that the individual has left and returned to their home country.

Consequences of Non-Compliance

Failure to provide the necessary documentation upon request can lead to serious consequences, including the issuance of a Deportation Order. Such an order can have long-lasting impacts on a foreign national's immigration status, potentially complicating future visa and permit applications both in Sweden and elsewhere.

Additional Assistance Available

Employers or individuals with specific queries about these new requirements are encouraged to reach out to their dedicated contacts at Newland Chase or submit inquiries through the official channels.

It is important to note that this immigration update is for informational purposes only and should not be considered a substitute for legal advice tailored to individual circumstances. Immigration regulations can change unexpectedly, and organizations are urged to stay informed and proactive.

For further assistance or case-specific assessments, please contact Newland Chase.

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This article was published to guide employers and foreign nationals in navigating the recent changes in Swedish immigration requirements.