Seasonal work permits let non-EU workers take temporary jobs in sectors such as agriculture, horticulture and tourism, usually for a few months each year. EU law caps seasonal stays at between five and nine months in any 12-month period, with each country choosing its own limit. Poland allows seasonal work for up to nine months in a calendar year, with a permit fee of PLN 100. Sweden allows seasonal permits for up to nine months within 12 months. Italy admits seasonal workers within a quota of 89,000 places for 2027, with click days on 12 January for agriculture and 9 February for tourism. This guide compares these routes, explains the rights that EU law gives seasonal workers, and sets out a practical timeline for workers and employers. All rules were checked on 11 November 2026.

What counts as seasonal work

Seasonal work is work tied to a time of year, where the demand for labour rises sharply for a period and then falls. Typical examples are fruit and vegetable picking, planting, work in greenhouses, and jobs in hotels and restaurants during the tourist season. Each country decides which activities count as seasonal, and a job outside the list cannot use the seasonal route even if it is temporary.

In Poland, for example, the list of activities for which seasonal work permits are issued changed with a new regulation from 1 December 2025 (Zielona Linia). An employer should check the current classification before applying.

The EU framework

The Seasonal Workers Directive

Directive 2014/36/EU sets common rules for the entry and stay of seasonal workers from outside the EU (EUR-Lex). Its main points are:

• Maximum stay: each country sets a maximum of between five and nine months in any 12-month period.
• Equal treatment: seasonal workers are entitled to equal treatment with nationals on terms of employment, including pay, working hours, leave and health and safety.
• Accommodation: seasonal workers must have adequate accommodation. If the employer arranges it, any rent must not be excessive compared with the worker's net pay and the quality of the accommodation, and it must not be deducted automatically from wages.
• Facilitation for returning workers: countries are encouraged to make re-entry easier for workers who have worked as seasonal workers before.

Denmark and Ireland are not bound by the directive, and national details vary. Always check the rules of the country where you will work.

Comparison table

Poland

The seasonal work permit

A Polish seasonal work permit allows work in listed seasonal activities for up to nine months in a calendar year. The employer applies online through praca.gov.pl (Zielona Linia). Since 1 December 2025, the fee for a seasonal work permit application is PLN 100 (Lubuskie Voivodeship Office), and a new regulation defines the activities for which these permits are issued (Zielona Linia).

Residence for seasonal workers

A seasonal worker also needs a right to stay in Poland, usually a visa for seasonal work or, in some cases, a temporary residence permit for seasonal work. The voivodeship office explains the residence route for seasonal workers (Wielkopolska Voivodeship Office). Residence applications must be filed through the MOS portal since 27 April 2026 (Wielkopolska Voivodeship Office).

Pay

Seasonal workers in Poland are covered by the minimum wage. From 1 January 2027 it is PLN 4,950 gross per month and PLN 32.30 per hour (Journal of Laws 2026, item 1213). The hourly rate is important for seasonal work, which is often paid by the hour.

Sweden

Sweden issues seasonal work permits for up to nine months within a 12-month period. The job must be in a seasonal activity and meet the conditions set by the Swedish Migration Agency. Unlike ordinary work permits, seasonal permits are designed for short periods, and the worker must leave at the end of the permit. The Migration Agency also answers general questions about work permits on its frequently asked questions page (Swedish Migration Agency).

The salary rules that apply to ordinary work permits, including the 90% of median rule in force since 1 June 2026, are explained on the Migration Agency's page about the new rules (Swedish Migration Agency). Check which requirements apply to the specific seasonal permit before accepting an offer.

Italy

The seasonal quota for 2027

Italy admits seasonal workers within its annual flows decree. For 2027, 89,000 of the 165,850 places are for seasonal work (Ministry of Labour). Applications were pre-filled on the ALI portal from 23 October to 7 December 2026 and are sent on fixed click days from 9:00:

• 12 January 2027 for agriculture
• 9 February 2027 for tourism

The employer applies, and places are taken in order within each category. A worker cannot apply directly for a quota place. Our article on countries with quotas for non-EU workers in 2027 explains the Italian process step by step.

Seasonal work and the Entry/Exit System

Seasonal workers who enter on a short-stay basis are registered in the Entry/Exit System, which has been fully operational since 10 April 2026 (Council of the EU). Holders of long-stay visas and residence permits are generally not registered. Either way, entries and exits are checked, and overstaying the permitted period can make future seasons harder. Our guide to EES and ETIAS rules for foreign workers explains who is registered.

Seasonal permit or ordinary work permit?

If the job is not really seasonal, or you hope to stay longer, a seasonal permit is the wrong route. Ask the employer which permit fits the job.

Documents a seasonal worker typically needs

The exact list differs by country, but seasonal workers are typically asked for:

• a passport valid for the whole season and beyond;
• the permit or authorisation obtained by the employer;
• the visa application form and photographs;
• a work contract or binding job offer;
• information about accommodation;
• evidence of health insurance where the country requires it.

Check the consulate's list for your country of residence, because consulates often have their own requirements.

Tourism jobs

Seasonal work in tourism, such as in hotels, restaurants and holiday resorts, often follows different dates from agriculture. In Italy, tourism applications in the 2027 quota are sent on 9 February 2027, a month after agriculture. Tourism jobs may also involve split shifts and live-in accommodation. Ask about working hours, rest days and accommodation before accepting an offer.

For employers planning a seasonal workforce

• Check that each activity is on the national seasonal list before applying.
• Build the quota calendar or permit processing time into your recruitment plan.
• Prepare written contracts and accommodation terms early, so workers can review them before travelling.
• Keep records of hours and pay, especially for hourly or piece-rate work.
• Remember that seasonal workers have the same rights as local workers to pay and working conditions.

A practical timeline

The timeline below shows a typical order of steps for a summer season. Dates will vary by country and by employer.

1. Autumn of the previous year: the employer plans the number of workers and checks whether the activity is on the seasonal list. In Italy, this is when pre-filling happens.
2. Winter: the employer files the permit application, or sends the quota application on the click day.
3. Late winter and spring: the permit or authorisation is issued and the worker applies for a visa at the consulate.
4. Before travel: the worker receives the contract and accommodation details in writing.
5. Arrival: the worker registers as required and starts work on the agreed date.
6. End of season: the worker leaves before the permitted period ends and keeps evidence of departure.

Accommodation

Accommodation is one of the most common sources of problems in seasonal work. Under the EU directive, accommodation must be adequate, rent must not be excessive and must not be deducted automatically from wages (EUR-Lex). Before you travel, ask for:

• the address and type of accommodation;
• the number of people sharing a room;
• the monthly rent and what it includes;
• a written rental agreement or written terms.

If the rent will be paid from your wages, ask for this in writing and check it against your payslip.

Pay and hours

Seasonal workers have the same rights as local workers to the pay and working conditions set by law and by applicable collective agreements. Ask for the hourly or monthly gross pay, the expected hours per week and how overtime is paid. Keep a personal record of the hours you work, especially where work is paid per hour or per piece. Our guide to work permit salary rules in Europe for 2027 explains how to read pay figures.

Hours, rest and safety

Seasonal work can involve long days at peak times, but working time rules still apply. Ask how many hours a day and days a week are expected, how breaks and rest days are organised, and how overtime is paid. Agricultural and outdoor work can also involve heat, machinery and chemicals. Your employer should explain the safety rules and provide any protective equipment the job needs. If you are injured or become ill, tell the employer straight away and keep a record.

When the season ends

Leaving on time is one of the most important things a seasonal worker can do. Before the end date:

• check the last day you are allowed to stay, which may differ from the last day of work;
• collect your final payslip and any money owed;
• return keys and settle any agreed accommodation costs, with a receipt;
• keep your travel tickets and boarding passes as proof of departure.

If you travelled on a short-stay basis, your exit is recorded in the Entry/Exit System. A clean record makes it easier to return next season.

Changing employer during a season

EU law allows countries to let seasonal workers extend their stay or change employer within the maximum period, but national rules decide how. In practice, a change of employer usually needs a new permit or a formal step before the new work starts. See our guide on changing employer on a work permit in Europe.

Returning for another season

Many seasonal workers return to the same employer each year. A good record helps: leaving on time, keeping payslips and contracts, and having had no breaches of the permit. Ask the employer early whether they plan to hire you again, because in quota countries the application may need to be filed months before the season.

Travel and arrival

Ask who pays for travel to and from the workplace, and whether any travel cost will be deducted from your wages. Get the full address of the workplace and the accommodation before you book. On arrival, register your address if the country requires it, and keep the contact details of the person responsible for you at the employer. These small steps make it much easier to deal with any problem during the season.

Warning signs in seasonal offers

• A fee for the job or the permit paid to an individual.
• No written contract before travel.
• Accommodation costs that are unclear or very high.
• A promise that you can stay and work after the season on the same permit.
• A route that does not match the official pages, such as an offer to buy an Italian quota place.

Our guide on how to spot a fake job offer for Europe explains how to check an offer before you pay anything.