The most common third-country recruitments at the University involve doctoral students, post-docs/researchers, and engineers. However, the regulations and our routine description apply to all posts where the employee lacks EU/EEA citizenship, regardless of employment form or title. Thus, it also includes, for example, hourly and student employees.
Avoid the pitfalls
The right to reside is not the same as the right to work, employment is not the same as admission, and different types of residence permits come with different requirements. These concepts are often confused.
"Do not assume that what applies to one type of residence permit applies to another. For each employment of a third-country national, the workplace must ensure that this individual has the right to hold this specific employment."
Serious consequences
If a workplace employs someone without securing the correct permit for their position, this can lead to criminal liability. This may result in consequences to the employer, including but not limited to fines or imprisonment for up to one year.
"Generally, it is the person who signs the employment decision who bears this criminal liability. In addition to this individual criminal liability, Lund University as an organization can receive a sanction fee. The individual employee can also be fined," says Erik Kvist, who urges everyone to contact HR for advice and guidance.
