Lithuania (LT)
Lithuania is the largest and most southerly of the three Baltic states, a semi-presidential EU republic celebrated for its remarkably preserved Baroque capital Vilnius (UNESCO World Heritage), dramatic coastal dunes at Neringa (also UNESCO), vibrant startup and fintech ecosystem (home of Revolut HQ, Vinted, Nord Security, and Hostinger), rapidly rising living standards, and a resilient population with deep cultural roots stretching back to one of the last pagan civilisations in Europe to adopt Christianity.
Employment Rights
Sick leave, dismissal protection and red flags in Lithuania.
Lithuanian employment law is governed by the Darbo kodeksas (Labour Code, substantially reformed in 2017). The Labour Code provides strong worker protections while also giving employers considerable flexibility. All employees — including EU and non-EU foreign nationals — have the same fundamental rights under Lithuanian law. The State Labour Inspectorate (Valstybinė darbo inspekcija, VDI — vdi.lt) enforces labour law. Minimum wage (Minimalioji Mėnesinė Alga — MMA): €1,153/month from 1 January 2026 (up from €1,038 in 2025, an 11.1% increase), one of the fastest-growing minimum wages in the EU.
Sick leave
Rules: Employees must notify their employer as soon as possible about illness. A medical certificate (nedarbingumo pažymėjimas) must be obtained from a doctor on the first day of illness (or retroactively if illness begins outside working hours). The certificate is issued electronically by the healthcare system and sent directly to the employer and Sodra.
Doctor note: Day 1 of illness (the certificate must be obtained)
Employer pay: Days 1–2: employer pays 80% of the employee's average daily wage. Days 3–7: employer pays 40% of average daily wage. From day 8: Sodra pays sick pay (ligos pašalpa) at 62.06% of compensatory earnings (based on the last 3 months' average insured income). No salary cap other than the Sodra maximum insured income.
Long-term: Sodra sick pay from day 8, paid for up to 6 months for ordinary illness. For tuberculosis or some chronic conditions: up to 12 months. Long-term disability: if illness extends beyond the benefit period, disability pension (neįgalumo pensija) or incapacity assessment applies.
Dismissal protection
Law: The Darbo kodeksas (Labour Code) provides comprehensive unfair dismissal protection. Dismissal grounds must be lawful: redundancy (mažinimas), employee fault (employee's behaviour), or force majeure. Dismissal for discriminatory reasons (nationality, gender, age, disability, religion, etc.) is strictly prohibited. The VDI (State Labour Inspectorate) investigates unfair dismissal complaints.
Deadline to sue: Unfair dismissal claim: must be filed within 1 month of receiving the dismissal notice. File at the Labour Dispute Commission (Darbo ginčų komisija — dgk.lt) — free of charge, mandatory first step before court. The Commission resolves most labour disputes within 1 month.
Probation
Probationary period (bandomasis laikotarpis): maximum 3 calendar months for standard employees. For managers, heads of departments, and certain specialist roles: up to 6 months can be agreed. During probation, either party may terminate the employment relationship with only 3 business days' written notice. Probation period must be explicitly stated in the employment contract — it does not apply by default.
Notice periods
Employee initiated resignation: 20 calendar days (with mutual agreement can be shorter). Employer-initiated dismissal: minimum 2 weeks notice for up to 1 year service; 1 month for 1–5 years; 2 months for 5–10 years; 3 months for 10+ years service. Double notice period for employees close to retirement age or with specific vulnerabilities. Dismissed employees are entitled to a severance payment (išeitinė išmoka) equivalent to 0.5–2 months' average wage depending on length of service.
Working time
Max hours: 40 hours per week (standard). Maximum 8 hours per day. Accumulated working time systems possible by agreement. Maximum 48 hours including overtime (average over reference period). Night shift limit: 8 hours/shift.
Min rest: Daily minimum rest: 11 consecutive hours between shifts. Weekly minimum rest: at least 35 consecutive hours. 30-minute break if working more than 6 hours.
Overtime: Overtime must be with employee agreement or in exceptional circumstances. Overtime compensation: 1.5x regular pay for overtime hours (or time off in lieu at 1.5x ratio). Maximum 120 overtime hours per year. On rest days, public holidays: 2x regular pay or time off in lieu.
Vacation
Minimum 20 working days (4 calendar weeks) of paid annual leave. Some categories receive additional leave: employees with disabilities, employees with children under 12 (1 extra day), single parents with children. Leave is earned proportionally throughout the year. Pay during leave is the average wage. Leave must be scheduled — minimum 1 period of leave must be at least 10 working days continuous. Unused leave carries over to the next year (maximum 2 years carry-over). Monetary compensation for unused leave only on termination.
Anti-discrimination
The Law on Equal Treatment (Lygių galimybių įstatymas) prohibits discrimination on grounds of gender, race, nationality, language, origin, social status, religion, disability, sexual orientation, age, or other characteristics. The Equal Opportunities Ombudsman Office (Lygių galimybių kontrolieriaus tarnyba — lygybe.lt) investigates discrimination complaints. Workplace harassment is prohibited. EU anti-discrimination directives are fully implemented in Lithuanian law.
Contract red flags
- !Envelope pay (vokelis) — being paid partially or fully in cash "off the books" to avoid Sodra/VMI — exposes you to gaps in pension, sickness benefit, and unemployment entitlements. Illegal for the employer.
- !Missing or vague job description — ensure your role and responsibilities are clearly defined in the written contract.
- !No mention of working hours or overtime compensation — you are legally entitled to overtime pay.
- !Probation period longer than 3 months (6 months for special roles) — illegal under the Labour Code.
- !Contract in Lithuanian only with no translation offered — you have the right to understand what you are signing. Request a translation.
- !No signed written contract — all employment relationships must be in writing from day 1. Verbal agreements are legally recognised but extremely difficult to enforce.
- !Misclassification as civil contractor (civilinė sutartis) when the relationship is effectively employment — common in IT. If working for one employer, under their direction, with set hours, this is typically employment and should be on a darbo sutartis, not a civil contract.
- !Lack of clear severance terms for redundancy situations.
Employment Rights
Unlock the complete Employment Rights guide for Lithuania — including every detail, document, tip and link you need.
Become a SupporterSupport the guide on Ko-fi · Unlocks every premium section, everywhere