Several immigration-related changes took effect in Sweden on 1 October 2026. The rules affect foreign employees and, in particular, accompanying family members. Here is a practical overview of the…
Effective from 1 October 2026
Several immigration-related changes took effect in Sweden on 1 October 2026. The rules affect foreign employees and, in particular, accompanying family members. Here is a practical overview of the main changes and what affected individuals and employers should prepare for.
The three main changes
- Russian non-biometric passports are no longer recognised.
- The maintenance requirement now also applies to extension applications for accompanying family members.
- Comprehensive health insurance requirements have been expanded for accompanying family members staying in Sweden for up to one year.
1. Russian non-biometric passports are no longer recognised
From 1 October 2026, Sweden no longer recognises ordinary Russian passports that do not contain biometric information stored on an electronic chip. A biometric passport stores information about the passport holder, such as a photograph and biometric data, on the chip.
As a general rule, a person who only holds a Russian non-biometric passport cannot use it to enter Sweden. The passport also cannot form the basis of an application for a visa or a residence permit for work, studies, visits or family ties.
A transition period applies until 31 December 2026. During this period, an ordinary Russian non-biometric passport may still be accepted if the person has a valid visa or residence permit issued before 1 October 2026 by Sweden, another EU Member State or another Schengen country.
Practical step: Anyone who needs to replace a Russian non-biometric passport should apply for a biometric passport through the Russian authorities as early as possible.
2. Maintenance requirement for extension applications
From 1 October 2026, the maintenance requirement is also assessed when accompanying family members of employees apply to extend their residence permits. Under the previous rules, the requirement was normally assessed only for first-time applications.
Income belonging to accompanying family members may also be taken into account. However, some forms of income, including unemployment benefits and income from subsidised employment, are generally not counted. Transitional provisions may apply in certain cases.
The required financial level depends on the size of the family and its housing costs. The Swedish Migration Agency may therefore request information about the household’s accommodation and housing expenses. If the employee is not named on the rental agreement, additional documentation may be needed to show how the accommodation is arranged and which costs the employee pays.
Practical step: Before applying for an extension, collect current evidence of income, assets, accommodation and housing costs for the household.
3. Comprehensive health insurance
Since 1 June 2026, comprehensive health insurance has been required for applicants for a standard work permit whose planned stay in Sweden is no longer than one year.
This can apply when employment begins with a probationary period and the initial work permit is limited to the length of that period. The insurance may be required even if the intention is for the employment to continue afterwards.
From 1 October 2026, comprehensive health insurance requirements also apply to accompanying family members of holders of standard work permits, EU Blue Cards or ICT permits when the family member’s planned stay in Sweden is no longer than one year. The insurance must provide comprehensive coverage in Sweden, including medical treatment and hospital care.
Practical step: Check the exact permit period and arrange insurance that meets the applicable requirements before submitting the application.
What employers and international employees should do
- Check whether all passports are biometric and valid for the intended period.
- Prepare financial documentation for both first-time and extension applications.
- Document the family’s housing arrangement and actual housing costs.
- Confirm whether comprehensive health insurance is required for the employee or accompanying family members.
- Allow time to obtain replacement passports, insurance certificates and supporting documents before applying.
Editorial note
This article is based on information published by the Swedish Migration Agency and on guidance and background information provided by Prime Relocation. Prime Relocation is a Stockholm-based relocation company providing immigration and relocation services across Sweden. The Swedish Migration Agency remains the primary authority for current permit requirements and individual decisions.
Sources and further reading
- Swedish Migration Agency: New rules for family members accompanying employees
- Swedish Migration Agency: Russian non-biometric passports will no longer be recognised from 1 October
- Prime Relocation: Immigration and relocation services in Sweden
Information checked on 22 October 2026. Immigration rules and application requirements may change. Always verify the current requirements with the Swedish Migration Agency before applying.
