Yes, you can usually change employer on a European work permit, but rarely without a formal step first. In most countries the permit is tied to the employer named in it, so the new employer needs a new or amended permit, or the worker must notify the authorities before starting. Poland generally requires a decision before you start with the new employer. The Czech Republic allows an employee card holder to switch after six months with at least 30 days' notice. Sweden requires a new permit for any change of employer during the first 24 months. EU law now gives single permit holders a stronger right to change employer, but each country can still require notification, a labour market check or a minimum period with the first employer. This guide explains the rules country by country and gives a safe order of steps. All rules were checked on 11 November 2026.

Why permits are tied to one employer

Most work permits in Europe are granted after the authority has checked a specific job: the employer, the role, the pay and the working hours. The decision approves that job, not the worker's general right to work anywhere. If you start working for a different company without the required step, the new work may not be covered by any permit. That can lead to fines for the employer, and for the worker it can affect extensions, future applications and in serious cases the right to stay.

There are exceptions. Holders of long-term resident status, permanent residence or a permit based on family reasons often have free access to the labour market in the country concerned. EU citizens and their family members with residence cards also follow different rules. This guide is about workers whose right to work depends on a work permit or a combined residence and work permit.

What EU law says

The Single Permit Directive

The revised Single Permit Directive, Directive (EU) 2024/1233, had to be transposed into national law by 21 May 2026. It gives single permit holders the right to change employer during the validity of the permit. Member states may require that the change is notified to the authorities, may check the labour market situation, and may require a minimum period during which the worker must stay with the first employer (European Parliament legislative summary). The final text is available on EUR-Lex.

The directive sets a framework, not identical rules in every country. Each state decides how notification works, how long the minimum period is and whether a labour market check applies. Several countries had not finished updating their law by the deadline, so always check the national rule. Our article on EU single permit rules after May 2026 explains the transposition position.

The EU Blue Card Directive

The EU Blue Card has its own directive, Directive (EU) 2021/1883 (EUR-Lex). It allows member states to require that a change of employer during the first 12 months is notified to the authorities and to check it. After that period, Blue Card holders generally have easier access to new highly qualified jobs, although they still need to keep meeting the salary threshold.

Comparison table

Poland

Temporary residence and work permit

The Polish temporary residence and work permit names the employer. Zielona Linia, the public employment service helpline, explains that changing employer under this permit requires action before work for the new employer begins (Zielona Linia). In practice, the new employer and the worker apply for a change of the permit, or the worker obtains another valid basis for work. Starting the new job before the decision is not covered by the old permit.

Work permits and declarations

A Polish work permit is issued to the employer for a named worker. A new employer therefore needs its own work permit, filed online through praca.gov.pl (Zielona Linia). For citizens of Armenia, Belarus, Moldova and Ukraine, a new employer can register its own declaration of entrusting work, which allows up to 24 months of work (Zielona Linia).

Changing contract type with the same employer

One change no longer needs a new permit. Since 8 July 2026, moving from a civil law contract to an employment contract with the same employer is allowed without a new permit (Zielona Linia). This does not cover a move to a different employer.

If the old job has already ended

If you lose your job while holding a temporary residence and work permit, you must notify the voivode within 15 working days. The permit is not withdrawn if the period without work does not exceed 30 days, and this protection applies only once during the permit's validity (Office for Foreigners guidance). Use that time to secure the change described above.

Czech Republic

When you can change

An employee card holder can generally change employer after six months from the issue of the first employee card. The worker must report the change to the Ministry of the Interior at least 30 days before starting the new job, and the report must include a confirmation from the new employer. There is no fee for the report (Czech public administration portal).

The new vacancy must be listed

The new job must be a vacancy published in the central database of vacancies, identified by a vacancy number (Ministry of the Interior). Ask the new employer for the vacancy number before you resign from your current job.

After a job ends

If your employment ended on or after 2 August 2025, you have 90 days, instead of the earlier 60, to report a new employer (Ministry of the Interior). If you cannot find a new job in that period, your employee card may be cancelled.

Sweden

The first 24 months

For the first 24 months, a Swedish work permit is linked to a specific employer and occupation. If you want to change employer or occupation during that time, you need to apply for a new work permit (Swedish Migration Agency). The new job must meet the current conditions, including the salary level. Since 1 June 2026 that generally means at least 90% of the median salary, which is SEK 34,470 per month from 16 June 2026 (Swedish Migration Agency).

After 24 months

After 24 months, the permit is linked to the occupation rather than to the employer, so a move to another employer in the same occupation is generally easier. A change of occupation still needs care. Check the Migration Agency page for the current position before you sign a new contract.

If the job ends

If your employment ends, you have three months to find a new job and apply for a new permit (Swedish Migration Agency). If you do not, the permit can be withdrawn.

Croatia

The amendments to the Croatian Aliens Act published in Official Gazette 55/2026 took effect on 4 June 2026 (Narodne novine). According to secondary summaries, a worker may generally change employer after six months. We could not read the Official Gazette text automatically during our check, so confirm the exact conditions and procedure on the gov.hr information page before acting.

How long a change of employer takes

The time needed depends on the country and the procedure. In the Czech Republic, the minimum is set by law: the change must be reported at least 30 days before the new job starts (Czech public administration portal). In Sweden, a new permit must be applied for and decided, and the processing time varies. Under the revised Single Permit Directive, an authority should decide on a complete single permit application within 90 days, extendable by 30 days in exceptional cases (European Parliament legislative summary). In Poland, the time depends on the voivodeship office handling the case.

Because waiting times differ, agree a start date with the new employer only after you know which procedure applies. A start date that is too early puts pressure on you to begin work before you are allowed to.

Moves within a group or through an agency

A move to another company in the same corporate group is still usually a change of employer, because each company is a separate legal entity. The permit names a specific company, not the group. Temporary agency work is different again: the agency is the employer and the client company is where the work is done. If you move from an agency to the client company directly, or from one agency to another, treat it as a change of employer and check the rules first.

A safe order of steps

The biggest risk when changing employer is the gap between leaving one job and being allowed to start the next. The order below reduces that risk in most countries.

1. Read your permit. Check which employer, role and conditions it names, and whether you are still in a minimum period with your first employer.
2. Get the new offer in writing. It should state the employer's full legal name, role, pay, hours, place of work and start date.
3. Check the national rule. Use the official pages linked above to see whether you need a new permit, a change of permit or a notification.
4. Agree who files what. In many countries the new employer must file the application or provide a confirmation.
5. Plan your notice period. Do not resign until you know how long the procedure takes. In the Czech Republic, for example, you must report 30 days before starting.
6. Do not start early. Begin work for the new employer only when the decision or the notice period allows it.
7. Keep evidence. Save the notification, receipts, the old employer's termination letter and the new contract.

Questions to ask the new employer

• Which permit or procedure will you use for me, and who will file it?
• When can I legally start, and what happens if the decision is late?
• Does the salary meet the current threshold for my permit type?
• Will you provide the confirmation or documents the authority needs?
• Do you charge me any fee? In many countries, charging workers for job placement is restricted.

If the answers are vague, or if the new employer asks you to start before any permit step, take extra care. Our guide on how to spot a fake job offer for Europe lists warning signs.

What employers should know

An employer hiring a worker who already holds a permit for another company should not assume the worker is free to start. The employer must check the worker's current document, confirm which procedure applies and keep a copy of the decision or notification. A worker who starts too early may be working without a valid basis, and the employer can be fined. Our article on employer duties after hiring a non-EU worker covers the employer's side in more detail.

The former employer may also have duties. In Poland, for example, the voivodeship offices set seven-day deadlines for some notifications when employment ends early (West Pomeranian Voivodeship Office).

Common mistakes

• Resigning first and checking the rules later. This can leave you without a job and with very little time.
• Assuming the same rules apply everywhere in Europe. The EU directive sets a framework, but procedures differ.
• Treating a job offer as permission to work. A contract is not a permit.
• Accepting a lower salary. If the new pay is below the threshold for your permit, the application may be refused.
• Losing documents. You may need proof of the termination date and of your notifications.

If your situation is urgent

If your current employer has stopped paying you, is asking you to work in conditions that differ from your permit, or has already ended your contract, act quickly. Contact the labour inspectorate in your country if your rights at work are not respected, and check the job loss rules in our guide to losing your job on a work permit in Europe. Under the Single Permit Directive, member states must provide complaint mechanisms and protection against exploitation (European Commission).