The employer reporting duty: what you must tell Migrationsverket once the permit is granted

The employer's obligations begin when the work permit is granted; they do not end there. Migrationsverket requires the employer to report when a third country national holding a work permit starts employment and when that employment ends. The report is filed in the authority's e-service for employers. The terms of employment must also hold for the whole permit period, or the permit can be revoked.

The two reports and the service they are filed in

The duty has two points that are easy to describe and easy to lose in daily operations. The employer reports that employment has started, and the employer reports that it has ended. The report is filed in the Migrationsverket e-service for employers, the same signed in service where the offer of employment is completed, which means the company needs the service set up before the first recruitment concludes rather than the week after.

The data filed is the worker's identity and case reference, the start or end date of employment, and the position held. These are administrative entries, not a fresh assessment, and for exactly that reason the report is often treated as something that can wait. The gap opens during that wait.

The duty attaches to the employment, not to the recruitment. A worker who is granted a permit but never takes up the job has to be handled as well: Migrationsverket builds its picture of whether a permit is in use from what the employer reports. The same verification logic at the start of employment is set out for the EU as a whole in right to work verification checks.

The terms must hold for the whole permit period

The reports are one half of the undertaking. The other is that the terms of employment must match what was stated in the offer of employment for as long as the permit runs. Salary, insurance cover and working hours stay at the level that was assessed. If the terms are cut, or the insurance policies are never taken out, Migrationsverket can revoke the permit, and revocation lands on the worker in the middle of a running employment.

The sanction sits in Chapter 7 of the Aliens Ordinance (2006:97), the chapter on notification duties, which governs the employer's duty to provide information and to report in residence and work permit cases. A missed report can lead to a sanction against the employer. A company already in one of the sectors Migrationsverket examines more closely also carries that record into its next application.

Four insurance policies are assessed: health insurance, life insurance, occupational injury insurance and occupational pension. They must be in force from the first day of employment, not from the day payroll gets to them. The 2,200 Swedish kronor application fee charged by Migrationsverket is the smallest item in this picture; the cost of a revoked permit is the whole recruitment.

The routine that holds, and the failure nobody sees

The failure that recurs is not a deliberate breach but a gap between functions. Recruitment owns the case until the decision, payroll takes over on the start date, and the report in the e-service belongs to neither. It surfaces when the worker applies for an extension and Migrationsverket sees a period with no reported start. The whole period is then reviewed in retrospect, with payslips and insurance certificates, at a point when nobody remembers the detail.

A routine that holds has three parts: a named owner for each permit case, a calendar entry on the start date and on the last day of employment, and one file holding the offer, the report receipts, the insurance certificates and the last twelve payslips. It is the same document chain described in the employer sponsorship compliance chain, and it is the best protection against the discrepancies that otherwise appear as refusal grounds at extension, collected in why applications fail.

The reporting duty is small in administration and large in law. An employer who puts it into a routine rather than into memory also passes the review at extension. What belongs in the file from day one is set out for employers.