EU Member State nationals and their family members intending to work in the Republic of Lithuania under an employment contract do not need a work permit. These people may take part in recruitment procedures and find jobs under the same conditions as Lithuanian nationals. However, please note that individuals wishing to work in the civil service, law enforcement institutions and in certain other areas must be citizens of the Republic of Lithuania.
Employers looking to hire staff have a number of search options open to them, as do the unemployed and persons in work but looking to change jobs. Firstly, they can use the services of the Employment Service. The services of the Employment Service are provided free of charge.
Another way of looking for employees or employers is via private employment agencies. Since the ratification and entry into force of the Convention on private employment agencies (‘On the ratification of the Convention on private employment agencies’ (Valstybės žinios (Official Gazette) 2004, No 40-1291), the services of private employment agencies have been free of charge for jobseekers in Lithuania. Infringements of the regulations on the provision of recruitment services are punishable by a fine (Article 133 of the Code of Administrative Infringements). Anyone who has witnessed such infringements, or who has been affected by them, should contact the police.
Job vacancy advertisements can also be found in the media. Ads are placed in job advertising publications, national dailies and the local press. Jobseekers may also place their own ads in the press, indicating their qualifications, work experience and the type of job they are looking for.
The posting of vacancies and CVs on the internet is becoming increasingly popular, as are the services of professional personnel companies that help in searching for, selecting and assessing potential employees. In addition, the personnel departments of major companies often build up databases of potential employees, so it is possible to send one’s CV to such companies directly.
Links:
| Name | URL |
| Employment Service | www.uzt.lt |
| EURES Lithuania | http://eures.uzt.lt |
| Internet job search portals | www.cvonline.lt, www.cv.lt, www.cvmarket.lt, www.cvbankas.lt, www.darbo.lt, www.cvme.lt/, www.welovejob.lt, Manodarbas, Workis |
| Recruitment companies | www.headex.eu, Recruitment agency, headhunters Lithuania | ALLIANCE for recruitment (afr.lt), Temporary and short-term work | Biuro. Reliable selection and recruitment agency • Manpower, ADVANTUS, Recruitment and selection | Amston, Recruitment agency - company in Vilnius - Indigroup, Staff search | Staff selection - Emplonet, Staff recruitment and selection – Simplika |
| General information | Migration Information Center – micenter.lt |
Generally speaking, jobseekers must: submit a curriculum vitae (CV) and a covering letter, sit selection tests and go for an interview with the employer. These requirements obviously do not apply to those looking for manual work, for which a CV and an interview or just an interview generally suffice.
A curriculum vitae is one of the important ways of presenting oneself to a prospective employer. Staff selection specialists reviewing CVs have limited time, so it is very important that the CV is drawn up properly, that the information it contains is structured and clearly presented and that there are no grammatical errors. There are no strictly defined rules for writing a CV but the CV must include: personal data, contact details, work experience, education, skills and abilities, hobbies, and references. The CV should also contain the contact details of the persons whose good references may help you get the job. It should be emphasised that the European CV, the single European form for a curriculum vitae known as the Europass CV, is gaining in popularity in Lithuania.
The covering letter should contain: a brief self-introduction, an explanation as to why you are interested in the job and the company, why you are the right person for the job and an indication as to how you might contribute to the success of the company. The covering letter should be convincing. List all the qualities and skills that make you right for the job, remembering to back up your claims with facts. Do not simply rehash what you have written in your CV. The covering letter should be used to expound on the facts mentioned in the CV and to provide more information about yourself. The covering letter should take up a single A4 page.
The job interview is a two-way dialogue allowing the employer to gauge whether the potential employee will be suitable and the candidate to decide whether they want to pursue a career with that particular employer.
Links:
| Name | URL |
| Europass | www.europass.lt |
| Examples of cover letters | www.motyvacinislaiskas.lt |
| CV | www.dokumentuvaldymas.lt/cv-pavyzdys |
Definition
Traineeships may be subject-related, artistic, creative, study, or intelligence-based. Subject-related traineeships may include, for example, professional, scientific (e.g. scientific research, other research), practical, educational (subject or language courses), academic (short-term (part-time) or long-term (full-time) studies) or learning traineeships (e.g. training). Traineeships may be formalised (based on specific programmes) or not (traineeship content may be established ad hoc, individually). Traineeships may be offered by a variety of organisations, such as universities, research centres, businesses, institutions (ministries), and non-governmental organisations (NGOs). Traineeships may be funded by the state, different types of funds (by allocating grants or scholarships), and organisations where the traineeship takes place (e.g. European Commission).
Traineeships are available to students, graduates, specialists, educators, artists, and researchers. The company that has concluded an agreement with a trainee must report that to the Board of the State Social Insurance Fund.
Eligibility
Traineeships are available to all eligible EEA citizens residing in Lithuania.
Traineeships can last up to 6 months. During the traineeship, the trainee is to work at least 20 hours but not more than 40 hours a week. A monthly grant is paid throughout the traineeship period based on the hours of training.
Enforcement
Living and working conditions
Traineeships may be paid by the employer and may last up to 6 months.
A monthly grant is paid during the traineeship taking into account the training hours.
Vocational education and training, professional activity practice or professional rehabilitation participants are covered by insurance for accidents at work and occupational diseases.
Where are the opportunities?
Information on available traineeships is published directly on organisations’ websites, or obtained by contacting human resource departments. The Lithuanian Employment Service can also be contacted for traineeships. Websites with information and contact details:
- Young people are invited to take part in the INTERCEPT internship project | The Employment Service (uzt.lt)
- Traineeships and work | At your service | European Parliament Office in Lithuania (europa.eu)
- Internships | EESC Centre for Eastern European Studies
- Internships Žinau Viską – Žinau Viską (zinauviska.lt)
- Go abroad | European Youth Portal
Funding and support
Traineeships are funded by various institutions and organisations. Depending on the funder providing the grant, the amount and conditions may vary.
Where to advertise opportunities
Employers can contact the Lithuanian Employment Service and also post advertisements on job search websites such as:
Funding and support
A traineeship, which entails an unremunerated work experience period for up-skilling, regaining or improving personal working skills or professional qualification, is available to jobseekers who have relevant professional qualifications or competences acquired through non-formal adult education, who have not been employed under such acquired professional qualifications or competences acquired through non-formal adult education for at least 6 consecutive months. The traineeship duration, objective and other conditions is set out in a trilateral traineeship agreement concluded by and between the Employment Service, business, institution, organisation or other organisational structure organising the traineeship and the person posted for a maximum duration of 6 months.
Unemployed persons are paid a monthly scholarship throughout the duration of the traineeship, based on traineeship attendance hours. The scholarship amount is, at the unemployed person’s preference, equal to 0.39 of the minimum monthly wage approved by the Government of the Republic of Lithuania or unemployment benefit to which this unemployed person is entitled to and the amount and the term of payment of which is determined in accordance with the Republic of Lithuania Law on Unemployment Social Insurance. The scholarship amount is reduced in proportion to scheduled but not attended traineeship hours, except for cases where the traineeship is terminated due to an emergency and quarantine declared by the Government of the Republic of Lithuania. Upon expiration of unemployment benefit payment period and provided that it cannot be extended in accordance with the procedure laid out in the Republic of Lithuania Law on Unemployment Social Insurance, for the remaining traineeship period, the trainee is entitled to a scholarship equal to 0.39 of the minimum monthly wage approved by the Government of the Republic of Lithuania.
Information available on the Employment Service website: Traineeship | Employment Service (uzt.lt).
Legal framework
An apprenticeship is a method of organising vocational training where part of such training takes place on the job. 30 % of training is covered by the vocational training institution, while 70 % is covered by the employer. By participating in apprenticeships, vocational training institutions cooperate closely with the employer to allow the apprentice to gain the right skills. Two contracts are concluded during the training period: an apprenticeship employment contract and a vocational training contract. The apprentice is then provided with a training plan allowing both training and work. The employer and apprentice must conclude an employment contract. The employer must ensure that the apprentice is paid and is entitled to an annual leave, as well as perform other contractual obligations. The apprentice benefits from training interchangeably at both the vocational training institution and on the job. There are no age restrictions for this form of training. In the case of a partnership contract between an apprentice and an employer, the employer is responsible for the entire training process (both its theoretical and practical parts) and its results, and develops a non-formal training programme for the entire duration of the contract. The employer has a possibility to train workers based on its own needs, thus increasing the supply of and demand for skilled workers.
Apprenticeship benefits: on-the-job apprentices working with real equipment acquire more practical skills and have an opportunity not only to be trained on the job but also receive remuneration for their work, they can get a job and it is easier for them, upon graduation, to find a job and adapt in it. Another factor is closer cooperation between education and business sectors, and better qualified labour force supply and demand balance.
Apprenticeship objectives: while engaging the employer in the vocational training process and matching labour force supply to demand, the aim is to seek faster economic and social inclusion, increased national economic performance, productivity and competitiveness.
Legislation regulating apprenticeships in Lithuania:
- Article 38 of the Republic of Lithuania Law on Employment
- Articles 81, 82, and 84 of the Labour Code
- Description of the implementation conditions and procedure for employment support measures
- Republic of Lithuania Law on Vocational Education
- Republic of Lithuania Law on Non-formal Adult Education and Continuing Learning
- Description of the procedure for the provision of services for jobseekers
- Description of the procedure for a vocational training organisation in a form of apprenticeship
Description of the schemes
At least 70 % of training organised in the form of an apprenticeship takes place on the job. Training in a training establishment takes from 20 % to 30 % of the time. During an apprenticeship, a company employs an apprentice and pays them a salary. In the case of apprenticeship-type vocational training, the apprentice's total working time for the employer and the time spent on other learning activities may not exceed 48 hours per week, with the exception of apprentices under 18 years of age whose working time is determined by the Law of the Republic of Lithuania on Occupational Safety and Health.
The company appoints an ‘expert – a highly qualified person – for the apprentice. Experts are advised to attend courses that provide knowledge and skills about apprentice training. Work in the company is counted as training, provided that the workplace of the apprentice is associated with the area in which they are seeking skills and qualification. However, not all the work of the apprentice is training work as they also perform other assigned functions that are not related to training/learning.
Training is organised by levels, from simplest to most complex tasks. This way of organising the training process ensures that competences and skills for a specific work or working area are acquired steadily. If an apprentice has successfully passed the final knowledge examination, they are issued with a document certifying their qualification. After an apprentice has acquired a qualification, the company can conclude a new open-ended employment contract reflecting the higher qualifications of that person. The Law on Vocational Training provides that apprenticeships are accessible to all residents of Lithuania.
Recruitment under an apprenticeship employment contract takes place by concluding bilateral or trilateral agreements.
A trilateral agreement is concluded by and between:
- the Employment Service funding vocational training
- the employer who is to recruit a person based on acquired qualification/competence for a period of at least 6 months.
- the person who is to complete vocational training in a training establishment negotiated with the employer, is to be employed with an employer concerned and performs work based on an acquired qualification/competence for a at least 6 months.
A bilateral agreement is be concluded by and between:
- the Employment Service funding vocational training
- The person who is to complete vocational training at a preferred training establishment, is to be employed in a workplace offered by the Employment Service or in a workplace they found independently, or is to start self-employment activity based on an acquired qualification/competence for a at least 6 months.
More information on apprenticeships, regulating legislation and conditions is available at: Apprenticeship | Employment Service (uzt.lt).
Eligibility
Article 37 of the Republic of Lithuania Law on Employment stipulates that: ‘Vocational training of the unemployed shall be organised on the terms and conditions set out in a trilateral or bilateral agreement. A trilateral agreement shall be concluded by and between the Employment Service, the employer who is to hire the unemployed or employed person or who is to promote the employed person, and the unemployed or employed person who is to take receive the vacant job. Where the unemployed are referred for training under vocational programmes for occupations in demand, as determined by the labour market projections made by the Employment Service or where the employed persons are referred for training under formal vocational programmes for priority occupations, as determined by the procedure approved by the Government of the Republic of Lithuania (or any representative authorised by it), or where the unemployed wish to start working at a workplace offered by the Employment Service or at a workplace they found independently, or start self-employment activity, a bilateral agreement shall be concluded by and between the Employment Service and the unemployed.’
Living and working conditions
In Lithuania, apprenticeship training is organised in the form of school training and apprenticeship. Where training is organised in the form of apprenticeship or school training, the following conditions and rules apply:
- Training in the form of an apprenticeship/by concluding an apprenticeship employment contract, highest priority will be given to persons already having a specific qualification (professional/higher education).
- Training in the form of an apprenticeship will be offered to adult vocational education and training institution students. There should be flexible ‘migration’ between forms of training.
- Apprenticeships will not be offered to minors who are enrolled in vocational education and training and in a lower secondary or secondary education curriculum.
- The quality of training is the responsibility of the vocational training institution or the employer if the training is provided without a training institution. Where the employer organises training together with a training institution, both parties cooperate to ensure the quality of the training.
Where are the opportunities?
For apprenticeships as one of the forms of vocational education and training, candidates should contact employers and/or the Employment Service. Information on apprenticeships is available in Lithuanian schools.
Information is also available at:
Funding and support
For funding and support candidates should contact employers and/or the Employment Service. Read more here: Apprenticeship | Employment Service (uzt.lt).
Where to advertise opportunities
Local employers can advertise apprenticeships on the website of the Employment Service as well as in the portals of training centres and labour market:
- https://uzt.lt
- https://www.pameistryste.lt
- Labour market portals www.pmc.lt, www.paneveziodrmc.lt, https://mokymocentras.lt, www.vjdrmc.lt etc.
- Training centres: Vocational schools - Info.lt
Funding and support
Employers offering vocational education and training in the form of an apprenticeship will, upon their written request, be entitled to reimbursement of 70 % of the employed person’s pay specified in the apprenticeship employment contact which should not exceed 1.5 of the minimum monthly wage approved by the Government of the Republic of Lithuania, and the amount of compulsory social insurance contributions payable by the insured on the pay.
Employers are also entitled to reimbursement of costs incurred through the organisation and coordination of work activity and practical training of the apprentice by the assigned professional expert (experts), which are estimated based on the professional expert’s actual working time performing the organisation and coordination of work activity and practical training of the apprentice in accordance with hourly pay calculated and set out in the employment contract and not exceeding one minimum monthly wage, and the amount of compulsory social insurance contributions payable by the insured on the pay, but not more than 20 % of the estimated professional expert’s pay.
When applying for partial reimbursement of costs upon recruiting an apprentice the employer should provide:
- a request for partial reimbursement of costs incurred;
- a certificate on compliance with the requirements set out in points 2, 4 and 5 of Article 35(4) of the Republic of Lithuania Law on Employment;
- a declaration on the professional expert’s actual working time performing organisation and coordination of work activity and practical training of the apprentice.
All forms are available at: Apprenticeship | The Employment Service (uzt.lt).
The free movement of goods is one of the cornerstones of the European Single Market.
The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.
Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.
Limits to the free movement of goods
The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.
Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.
Free movement of capital
Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.
The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.
Advantage
The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can
- easily open a bank account,
- buy shares
- invest, or
- purchase real estate
in another Member State. EU Companies can invest in, own and manage other European enterprises.
Exceptions
Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.
The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.
In Lithuania you can stay at a hotel, rent a room, or rent or buy a house, an apartment or a semi-detached house. When buying or renting a home, it is important to complete the required legal paperwork. You can seek help from a real estate agency, a law firm or a notary’s office. Private contacts, help from friends, colleagues, acquaintances, relatives or business partners are just some of the ways of looking for accommodation.
Information on renting or buying residential property can be found in specialist advertising publications, web pages or specific web pages. You can also post your own ad stating what sort of accommodation you are looking for.
Links:
| Name | URL |
| Addresses of real estate agencies | www.lntaa.lt; www.ltntba.lt |
| Real estate agencies | www.aruodas.lt, www.ober-haus.lt, , www.remax.lt, www.oppa.lt, www.capital.ltwww.inreal.lt, https://www.alio.lt, https://www.kampas.lt, https://domoplius.lt |
| Hotel search and room booking in Lithuania |
The admission procedure for general education schools is updated. Electronic applications should be submitted by parents of prospective first-graders, pupils who are changing schools or moving from pro-gymnasia to gymnasia. Pupils moving to a higher-level programme, such as fifth, ninth (gymnasium I) or gymnasium III grade in the same school should submit a free-form application form to the school principal in the school.
Once completed, the online applications will be automatically forwarded to all selected schools, which will continue to organise the enrolment process independently. No more than two applications are submitted to the selected schools via the information system. If the selected schools do not include the designated school for the declared place of residence in the municipality, the information system will automatically select this school as an additional school.
Those who do not have the possibility to apply online from home or work can do so by coming to any school. Parents will be given access to a computer where they can fill in the application themselves.
An individual who wishes to start a lower or upper secondary education programme must attach a certificate of education to the application; an individual who wishes to continue education must attach their school record or a certificate of their achievements at the previous school. Anyone who cannot produce documents to prove their educational level or school achievements may be accepted by a school only after a test has been held to determine the level of their education. A person who has completed part of a primary, lower secondary or upper secondary education programme or a programme of primary or lower secondary education in a foreign country, is entitled to choose a national, municipal or private school and is admitted under the general procedure applicable to all residents. Having received an application from a pupil who has arrived from a foreign country and who wishes to continue education, the school will recognise the pupil’s foreign credentials based on the documentation submitted or, where no documentation is available, based on the information gathered during the interview with the pupil and their parents. If differences in certain programmes need to be made good, the school’s governing body, with due regard for the pupil's wishes, will determine how the pupil can achieve the requisite level of knowledge and be tested on it. Before starting full-time schooling in a school providing general education, those who do not speak Lithuanian on their arrival from another country can learn Lithuanian by attending a remedial class or mobile remedial group.
If a school receives a large number of applications exceeding the number of pupils and classes available in that school, the procedure adopted by the City Council provides for certain priority criteria and criteria for admission without queue: priority criteria apply to orphans, children with special educational needs, children from families with many children, twins, etc., as well as children whose parent and the child have been resident in the area for two years or longer. Children of re-immigrants who have declared their departure from Lithuania but have decided to return to Lithuania and have submitted, with their application in the e-application system, all the necessary documents confirming that they and their children have gone abroad are admitted without queue. Also children of foreign nationals and children of diplomatic corps employees.
Links:
| Name | URL |
| Ministry of Education and Science of the Republic of Lithuania | www.smm.lt |
www.migration.lt/mokslo-istaigos-lietuvoje |
The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.
Your driving licence in the EU
The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.
Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.
Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper - so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.
The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.
You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.
If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.
If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.
Registering your car in the host country
If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.
There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.
To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.
Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm
Car Insurance
EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.
Taxation
Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.
A foreigner seeking permanent or temporary residence in the Republic of Lithuania must obtain a residence permit by following the procedure provided for in the legislation of the Republic of Lithuania. Foreigners are issued with permanent residence permits in the Republic of Lithuania of two types: temporary residence permit; permanent residence permit. Temporary residence permits for the Republic of Lithuania are issued to foreigners who are not nationals of an EU Member State or nationals of a Member State of the European Free Trade Association. Foreigners must submit initial applications for a temporary residence permit and other documents to the Lithuanian diplomatic mission or consular body in the country concerned, whilst foreigners staying in Lithuania must submit them to the migration office of the county’s police headquarters serving the area in which the foreigner intends to reside. An application for a permanent residence permit and other documents must be submitted to the migration office of the county’s police headquarters serving the area in which the foreigner intends to declare their place of residence. If you intend to stay in Lithuania for less than a year, you can obtain a national visa. If you have been issued a national visa valid for 1 year, another national visa can be issued if more than 180 days have passed since the expiry of the previous visa. You can also get a national visa if you come to Lithuania to work as a seasonal worker and you hold a seasonal work permit issued by the Employment Service for a period of more than 90 days.
If you intend to stay longer, you should opt for a temporary residence permit (usually issued for two years, or, in the case of highly skilled workers, three years and is usually renewable thereafter). You can obtain a national multiple-entry visa for the duration of your application for a temporary residence permit. You have the right to choose your place of residence in the Republic of Lithuania, to change it, to leave the Republic of Lithuania and to return to the Republic of Lithuania during the period of validity of the residence permit. The foreigner must notify the Migration Department of any changes in their place of residence and remember that the Law on Declaration of the Place of Residence states that a person leaving the Republic of Lithuania for a period longer than six months must declare their departure.
A permanent residence permit is issued to a foreigner for 5 years. At the end of this period, the permit is renewed. An application (an application is submitted via the Lithuanian information migration system MIGRIS) for a temporary/permanent residence permit must be examined under the general procedure no later than within four months of the date of application or under the urgent procedure no later than within two months of the date of application. Foreigners who are nationals of another EU Member State may enter the Republic of Lithuania and stay here for up to 3 months from the first day of arrival. EU Member State nationals and their family members who stay in the Republic of Lithuania for longer than 3 months within a 6-month period must obtain a certificate attesting to their right to stay in the Republic of Lithuania. Such a certificate may be issued to EU Member State nationals and their family members for up to 5 years. Nationals of the member states of the European Free Trade Association and their family members exercising the right of free movement of persons are subject to the same provisions as EU Member State nationals and their family members.
Links:
| Name | URL |
| Migration Department under the Ministry of the Interior of the Republic of Lithuania | www.migracija.lt |
| Ministry of Foreign Affairs of the Republic of Lithuania | www.urm.lt |
| Information |
Upon arrival in Lithuania, please make sure you have the following:
- A passport or identity card with a minimum of 6 months validity.
- Your curriculum vitae (CV), preferably in Lithuanian.
- Copies of diplomas and certificates attesting to your qualifications along with translations into Lithuanian.
- References from your former employers (if any), with translations into Lithuanian.
- European Health Insurance Card.
- A copy of your marriage certificate with a translation into Lithuanian.
- Copies of your children’s birth certificates with translations into Lithuanian.
Prior to arrival in Lithuania, it is recommended that:
- If you intend to leave your country for more than 6 months, you should declare your departure for another country at the migration office in your country.
- You have at least basic comprehension and speaking skills in Lithuanian.
- You have accommodation for at least the first few days after your arrival in Lithuania (hotels or Airbnb services offering short-term rentals of private properties are recommended).
- You inform your next of kin of the address where you intend to stay in Lithuania.
- If you use a mobile phone, make sure you have ordered the international call service (roaming).
Once you arrive in Lithuania, it is recommended:
- To look for accommodation that is suitable for a longer stay.
- When seeking employment, to visit the local Employment Service branch.
- To enrol in a Lithuanian language course.
- To inform your next of kin of your arrival and to keep in regular touch with them.
Links:
| Name | URL |
| Centre for Quality Assessment in Higher Education | www.skvc.lt |
| The Employment Service under the Ministry of Social Security and Labour of the Republic of Lithuania | www.uzt.lt |
| EURES Lithuania | eures.uzt.lt |
| EURES Job Mobility Portal | www.ec.europa.eu/eures |
| Customs Department | www.lrmuitine.lt/web/guest/keleiviams/atvykstantistreciuju |
| Lithuania Arrival Guide | keliauk.urm.lt/lt/atvykstantiems/is-kur-atvykstate |
| Ministry of Foreign Affairs of the Republic of Lithuania | www.urm.lt |
| Migration Service | Home – Migration Department (migracija.lt) |
Quality of work and employment - a vital issue, with a strong economic and humanitarian impact
Good working conditions are important for the well-being of European workers. They
- contribute to the physical and psychological welfare of Europeans, and
- contribute to the economic performance of the EU.
From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.
From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.
It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.
Improving working conditions in Europe: an important objective for the European Union.
Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:
- the exchange of experience between different countries and common actions
- the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union
Criteria for quality of work and employment
In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.
The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:
- health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
- reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
- skills development – a quality job is one that gives possibilities for training, improvement and career opportunities
The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.
Health and safety at work
The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.
The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.
Improving working conditions by setting minimum requirements common to all EU countries
Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.
The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers
The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.
Main principles for the recognition of professional qualifications in the EU
As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.
For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.
Steps towards a transparency of qualifications in Europe
The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:
- An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
- The development of concrete actions in the field of recognition and quality in vocational education and training.
Going beyond the differences in education and training systems throughout the EU
Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.
In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.
The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.
A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.
The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.
Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents
- a CV (Curriculum Vitae),
- a cover letter editor,
- certificate supplements,
- diploma supplements, and
- a Europass-Mobility document.
The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.
The minimum age for working in Lithuania is 14. Children aged 14 to 16 may undertake only light work which (owing to the nature of the tasks involved and the conditions under which they are carried out) does not jeopardise their safety, health or development, or prevent them from attending school or participating in compulsory educational and vocational training programmes or from receiving educational support. Pupils aged 14 to 16 may undertake the following light work, provided there is a legal written consent from one of the parents or representative of the child, a certificate concluding that the child is fit for such type of work issued by the child’s doctor, and written consent issued by the school the child is attending during the school year: working in herbal gardens and gardens; collecting medicinal plants, taking care of small house animals and birds; planting, tying, watering trees and bushes; non-mechanised hay rolling, raking; affixing of ads, newspapers, posters on street stands, delivery, courier, and post works; selling newspapers and magazines; placing price tags, goods sorting and packaging works; light secondary works; dressing of toys, toy cleaning; sorting and packaging in laundromats; and table serving.
Persons under 18 may not be employed to do:
- work which is physically or mentally too demanding;
- work involving exposure to toxic, carcinogenic, mutagenic or other substances harmful to health;
- work involving exposure to ionising radiation or other factors harmful to health;
- work involving an increased risk of accidents or occupational diseases and work which young people are not able to do safely owing to a lack of experience or cautiousness.
Persons under 18 may not hold more than one job at the same time if the total working time exceeds the working time set in the Occupational Health and Safety Act. Children are not allowed to work in the morning and before school, or between 20:00 and 6:00.
Types of employment contract. Employment contracts may be:
- Open-ended employment contract
- Fixed-term employment contract
- Project-based employment contract
- Workplace-sharing employment contract
- Multiple-employer employment contract
- Temporary employment contract
- Apprenticeship employment contract
- Seasonal employment contract
(If there is no agreement between the parties to the employment contract on the type of employment contract, it is deemed to be an open-ended employment contract)
Open-ended employment contract
An open-ended contract is signed for an indefinite period of time.
Fixed-term employment contract
A fixed-term employment contract may be concluded for a certain period of time or for the period to carry out a certain job. The term of a fixed-term employment contract or consecutive employment contracts for the same job is 2 years (except for cases where the employee is recruited for temporary work to the workplace of a temporarily absent employee), and 5 years to do different jobs.
Project-based employment contract
A project-based employment contract means a fixed-term employment contract, under which an employee undertakes to work to achieve a specific project result while working in their established working time pattern at or outside the place of employment, and the employer undertakes to pay an agreed amount of compensation for that.
Workplace-sharing employment contract
Two employees may agree with an employer on the sharing of one workplace, without exceeding the maximum working time standard established for one employee. The working time of the employees is established and changed by agreement of the employees themselves.
Multiple-employer employment contract
An employment contract to be concluded with an employee may specify two or more employers instead of one employer for the same job. If the working time of the employee is not allocated to each employer separately, the employee carries out tasks of several employers simultaneously.
Temporary employment contract
This means an agreement between a temporary agency worker and a temporary work agency, in accordance with which the temporary agency worker undertakes to work, during a certain period of time, in favour of and under the authority of the person designated by the temporary work agency, i.e. the user undertaking, and the temporary work agency undertakes to compensate for that. The maximum duration of a temporary employment contract is 3 years.
Apprenticeship employment contract
An apprenticeship employment contract is concluded when a person is recruited who seeks to acquire a qualification or competences necessary for the profession in the form of apprenticeship training. An apprenticeship employment contract is a fixed-term employment contract and its maximum term is 6 months, except for cases where a formal or non-formal training contract defines a longer duration of the training.
Seasonal employment contract
According to the Labour Code, a seasonal employment contract should be concluded for the performance of seasonal work. Seasonal work refers to work which, owing to natural or climatic conditions, cannot be performed all year-round and therefore is performed only during certain periods (seasons), for no longer than 8 months over a period of 12 consecutive months and is included in the list of seasonal jobs. The list of types of seasonal work, the specifics of the conclusion, amendment and termination of a seasonal employment contract as well as the specifics of working time, rest time, and payment for work will be established by the Government of the Republic of Lithuania in accordance with this Code.
Links:
| Name | URL |
| The Employment Service under the Ministry of Social Security and Labour of the Republic of Lithuania | https://uzt.lt |
| Labour Code of the Republic of Lithuania | www.e-tar.lt/portal/lt/legalAct/f6d686707e7011e6b969d7ae07280e89 |
| State Labour Inspectorate of the Ministry of Social Security and Labour of the Republic of Lithuania | www.vdi.lt |
| Board of the State Social Insurance Fund under the Ministry of Social Security and Labour | www.sodra.lt |
Both individual and collective employment relationships are important in the system of labour relations. Although bilateral (individual) employment relationships are more popular in the Republic of Lithuania, interest in collective employment relationships is growing. All jobs in an enterprise, institution or organisation undertaken by a natural person pursuant to an agreement with the employer or their authorised representative must be based on a formal employment contract. This provision does not apply to work carried out under contracts for copyrighted work. In each employment contract, the parties must agree on the obligatory terms and conditions of the contract, such as the employee’s place of work and duties, i.e. profession, specialisation, qualifications and specific functions.
For certain kinds of employment contract, labour laws and collective agreements may establish other obligatory terms and conditions on which the parties must agree (contract duration, nature of seasonal work, etc.). In every employment contract, the parties agree on the conditions of remuneration for work: system of remuneration, amount of wages, payment procedure, etc. Other conditions of an employment contract may also be accepted by agreement between the parties unless labour laws, other regulatory acts or the collective agreement prohibit doing so (probation, combination of professions, material liability, etc.). An employment contract must be drawn up in writing in accordance with a standard model. A written employment contract must be drawn up in duplicate. One signed copy of the employment contract goes to the employee, and the other is kept by the employer. The employer is responsible for the proper execution of the employment contract. On the expiry of the term of an employment contract, the employer or the employee is entitled to terminate the contract. If neither of the parties terminates the employment contract, it is deemed to have become indefinite.
By mutual agreement between the parties, the employment contract may provide for a probationary period. The conditions of the probationary period must be set out in the employment contract. The probationary period may not exceed 3 months. In the cases provided for by law, an employee may be asked to undergo a longer probationary period, if that is necessary to assess the employee’s suitability for the job, though this may not be longer than 6 months. If the employer sees that the performance of the employee during the probationary period is not satisfactory, they may dismiss the employee before the end of the probationary period by notifying the employee in writing 3 days in advance; in such a case, the employer is not obliged to pay severance pay. However, this right is not absolute. The employer is not allowed to terminate the employment contract without giving reasons and without proof that the employee has failed to perform the work assigned to them. If an employee challenges their dismissal on the basis of Article 107 of the Labour Code, the courts will require the employer to produce evidence of the employee’s unsuitability for the job, even though the specific procedure for determining the employee’s unsuitability for the job is not regulated by law. The employer must prove that the worker has in fact failed the test, i.e. that the worker is unable or incapable of performing the work agreed at the time of the conclusion of the contract because of their personal or professional characteristics. An employer may terminate an employment contract by giving the employee 2 months’ notice in writing. An employer may change the terms and conditions of remuneration without the written consent of the employee only if the wages of a certain category of employees, or wages in a certain industry or enterprise are changed by legislation, government resolutions or the collective agreement. No change in the terms of remuneration may be made without the written consent of the employee where such change leads to a wage reduction.
Links:
| Name | URL |
| State Labour Inspectorate of the Ministry of Social Security and Labour of the Republic of Lithuania | www.vdi.lt |
Employers that employ people with disabilities, young people, persons older than 50 years (who are registered with the Employment Service) may be subject to various privileges related to the reimbursement of the wage or of part of it, or costs to the employer of establishing the workplace. An employment contract with an employee who is a pregnant woman may be terminated during her pregnancy and until the child reaches the age of 4 months by agreement of the parties, on the initiative of the employee. The contract of employment may not be terminated on the initiative of the employer with employees caring for a child under 3 if there is no fault on the part of the employee. Employment contracts with employees who are on pregnancy and childbirth (maternity), paternity or parental leave may not be terminated at the discretion of the employer. Dismissal on the initiative of the employer in the absence of fault on the part of the employee, or at the discretion of the employer of an employee called up for compulsory military service or alternative national defence service is prohibited. Where an employee believes that their rights are infringed, they may appeal to Labour Disputes Commissions.
Links:
| Name | URL |
| The Employment Service under the Ministry of Social Security and Labour of the Republic of Lithuania | https://uzt.lt |
| State Labour Inspectorate of the Ministry of Social Security and Labour of the Republic of Lithuania | www.vdi.lt |
| Board of the State Social Insurance Fund under the Ministry of Social Security and Labour | www.sodra.lt |
Those who seek to establish their own business may receive free advice from public bodies. For example, the State Tax Inspectorate advises on tax issues, SODRA provides advice on companies, individual activities, business licenses, small partnerships or contributions, the Employment Service can provide information on support for establishing the first job, etc. Furthermore, many Lithuanian towns and cities operate business information centres which serve as contact points for issues concerning financing, recruitment, establishment of a company, etc.
All essential information is also provided by Innovation Agency. Innovation Agency is Lithuania's business innovation, entrepreneurship and export promotion partner.
Links:
| Name | URL |
| Innovation agency | https://inovacijuagentura.lt |
| SODRA | https://www.sodra.lt/lt/imokos |
| Verslininkų namai (Entrepreneur Chamber) | https://www.vn.lt |
| Lithuanian Association of Commerce, Industrial and Craft Chambers | www.chambers.lt |
| Šiaurės Miestelis Technology Park | https://northtownvilnius.lt |
| Klaipėda Science and Technology Park | www.kmtp.lt |
| Visoriai Information Technology Park | www.vitp.lt |
| Sunrise Valley Science and Technology Park | ssmtp.lt |
| Science and Technology Park of the Institute of Physics | www.fimtp.lt |
| Lithuanian Innovation Centre | lic.lt |
Remuneration for work includes basic wages and any additional earnings paid directly by an employer in any form to an employee for the work carried out. Men and women receive equal pay for the same job or a job of equal value. On a proposal from the Tripartite Council, the government sets a minimum hourly pay rate and a minimum monthly wage. On a proposal from the Tripartite Council, the government may set different minimum hourly rates and different minimum monthly wages for individual branches of the economy, regions or employee groups. The hourly rate or the monthly wages of an employee may not be less than the prescribed minimum amounts. Collective agreements may set higher minimum rates than those established by the government. Work on days off or national holidays, if they are not included in the regular schedule, is paid at no less than double time or is compensated for, at the preference of the employee, by giving an additional day off in the relevant month or by adding a day to the employee’s annual leave. Work on national holidays which is part of a regular schedule is remunerated at at least double the rate of the employee’s wages.
The current version of the Labour Code provides that salary/wage is paid in Lithuania twice a month, that is an advance and the salary/wage itself. If the employee requests it in writing, the employer may pay the salary/wage once a month. Most often, wages are paid into the employee's bank account. At least once a month, an employer must provide an employee in writing or electronically with information on calculated, paid and deducted amounts and on hours worked, separately indicating the number of overtime hours worked. This information is given in the pay slip, which the employee receives before the payment of the salary.
Links:
| Name | URL |
| State Tax Inspectorate at the Lithuanian Ministry of Finance | www.vmi.lt |
| Board of the State Social Insurance Fund under the Ministry of Social Security and Labour | www.sodra.lt |
Length of working time. The standard working time of an employee is 40 hours per week, unless provisions of labour law establish a reduced standard working hours for the employee or the parties agree on part-time work. The average working time, including overtime, but excluding work under a supplementary work arrangement, may not exceed 48 hours in each seven-day period. Working time, including overtime and work under an agreement on additional work, may not exceed 12 hours, excluding a lunch break, during a working day (shift) and sixty hours during each 7-day period. The number of working days may not exceed 6 during 7 consecutive days.
The special working time arrangements for night workers, pregnant workers, workers who have recently given birth or are breastfeeding, and workers under the age of 18, as laid down in the Law of the Republic of Lithuania on Safety and Health at Work, must be observed. Where an employee carries out their work on duty (active duty), the duration of a working day (shift) may not exceed 24 hours, but may not exceed the employee’s standard working time during a maximum accounting period of 3 months. Where an employee must be at a place specified by the employer and be prepared to carry out their work when necessary (stand-by duty), the duration of a working day (shift) may be up to 24 hours but may not exceed the employee’s standard working time during a maximum accounting period of 2 months. The employee must be able to have meals and rest both when on active and on stand-by duty.
Reduced working hours. The Government of the Republic of Lithuania fixes reduced standard working hours and payment procedures for persons whose work involves greater mental or emotional stress, and lists those jobs, professions and positions, and fixes reduced standard working hours for employees working in a working environment where the risk assessment has found that the levels of factors harmful to health exceed the permitted levels (quantities) of occupational safety and health legislation and it is not possible to reduce the amounts in the working environment by technical or other measures to levels that are not harmful to health.
‘Overtime’ means the time when an employee actually works over and above the total duration of the working time of a working day (shift) or accounting period established for them by the working time pattern. An employer may instruct overtime work only at the consent of the employee, except for such extraordinary cases when:
- Unforeseen work necessary for the public interest is carried out or is sought to prevent disasters, dangers, accidents, or potential disasters, or to eliminate the immediate consequences thereof;
- It is necessary to complete work or eliminate a breakdown causing suspension of work by a large number of employees or deterioration of materials, products, or installations;
- It is provided for in the collective bargaining agreement.
The maximum number of overtime hours is 180 per year. More overtime may be agreed upon in the collective bargaining agreement.
As of 1 January 2023, employees of budgetary institutions with children up to 3 years of age are entitled to a reduced working week of 32 hours per week.
Minimum rest requirements
The following minimum rest requirements must not be compromised by the working time regime:
- during the working day/shift, the worker shall be given physiological breaks according to the worker’s needs and special breaks in the case of work in outdoor conditions, in occupational hazardous conditions and in the case of work involving heavy physical or mental strain; the minimum duration of the special breaks shall not be less than 40 minutes per working day/shift;
- workers must be given a lunch break for rest and refreshment after at least 5 hours of work. The duration of this break shall be between 30 minutes and 2 hours, unless the parties agree on a split working time regime. The worker may leave the workplace during the lunch break;
- the duration of daily uninterrupted rest between working days/shifts shall not be less than 11 consecutive hours and the worker shall be given at least 35 hours of uninterrupted rest over a period of 7 consecutive days. If the worker’s working day/shift is more than 12 hours but not more than 24 hours, the period of uninterrupted rest between working days/shifts shall not be less than 24 hours;
- if the on-call period is 24 hours, the rest period shall not be less than 24 hours.
The duration, start and end of breaks, as well as other conditions shall be determined by labour law and the daily/shift schedules. Workers carrying out work during which production conditions prevent a break for rest and refreshment shall be given the opportunity to eat during working hours.
Links:
| Name | URL |
| Labour Code of the Republic of Lithuania | www.e-tar.lt/portal/lt/legalAct/f6d686707e7011e6b969d7ae07280e89/XADxhLdWmd |
| State Labour Inspectorate | State Labour Inspectorate (vdi.lt) |
Annual leave. Employees are granted annual leave of at least 20 working days (for 5 working days per week) or at least 24 working days (for 6 working days per week). Leave is calculated in working days. Public holidays are not included in the duration of the leave. Employment contracts and collective bargaining agreements, and provisions of labour law may provide for longer periods of leave.
Procedure for granting annual leave. Annual leave is granted at least once during a working year. The duration of at least one of the parts of annual leave may not be less than 10 working days or less than 12 working days (for 6 working days per week). For the first full year of work, annual leave is normally given in respect of at least half the number of working days per year of employment.
Remuneration of annual leave. All employees are guaranteed average pay for their annual leave (leave allowance). Leave allowances will be paid not later than on the last working day before the beginning of the annual leave.
Pregnancy and childbirth (maternity) leave. Women are entitled to 70 calendar days’ pregnancy and childbirth leave before delivery and 56 calendar days after delivery (70 calendar days in the case of a complicated delivery, twins or multiple births). Pregnancy and childbirth (maternity) leave is calculated accumulating entitlements, and is given to the woman in its entirety irrespective of the leave days taken before delivery. Employees designated as guardians of new-born children are granted leave for a period running from the day of designation as guardian until the infant reaches the age of 70 days.
Paternity leave. After a birth of a child, employees are granted a paternity leave of thirty calendar days, which may be divided into up to two parts. This leave is granted at any time from the birth of the child until the child reaches the age of one year
Parental (child-care) leave. As chosen by the family, the mother (adoptive mother), father (adoptive father), grandmother, grandfather or other relatives actually raising the child, or an employee designated as a child’s guardian, are granted childcare (parental) leave until the child reaches the age of 3 years. The leave may be taken all at once or in instalments. Employees entitled to this leave may take it alternately.
Public holidays. Businesses, offices and organisations are closed for the following holidays: 1 January (New Year’s Day); 16 February (Day of the Restoration of the State of Lithuania); 11 March (Day of the Restoration of Lithuania’s Independence); Easter Sunday and Easter Monday (according to Western tradition); 1 May (International Labour Day); the first Sunday in May (Mother’s Day); the first Sunday in June (Father’s Day); 24 June (Midsummer's Day, Feast of St John; 6 July (Statehood Day – Coronation of King Mindaugas and National Anthem day); 15 August (Assumption of the Virgin Mary); 1 November (All Saints’ Day); 2 November (All Souls’ Day); 24 December (Christmas Eve); 25 and 26 December (Christmas).
Links:
| Name | URL |
| Board of the State Social Insurance Fund under the Ministry of Social Security and Labour | www.sodra.lt |
| Labour Code of the Republic of Lithuania | www.e-tar.lt/portal/lt/legalAct/f6d686707e7011e6b969d7ae07280e89/XADxhLdWmd |
Grounds for termination of the employment contract (Article 53 of the Labour Code). The employment contract ends:
(1) upon termination of the employment contract by agreement of the parties;
(2) upon termination of the employment contract at the initiative of one of the parties;
(3) upon termination of the employment contract at the employer’s discretion;
(4) upon termination of the employment contract in the absence of the will of the parties;
(5) in the case of death of a party to the employment contract as a natural person;
(6) in accordance with the procedure established by the Minister of Social Security and Labour of the Republic of Lithuania, when it is not possible to determine the location of the employer as a natural person or the employer’s representatives;
(7) on other grounds established by this Code and other laws.
Termination of an employment contract by mutual agreement. Either of the parties to an employment contract may propose the other party to the employment contract to terminate the employment contract. The proposal to terminate the employment contract must be presented in writing. It sets out the terms for the termination of the employment contract (when the employment ends, the amount of compensation, the procedure for granting unused leave, the settlement procedure, etc.). If the other party to the employment contract agrees to the proposal, it must express its consent in writing. If the party to the employment contract does not reply to the proposal within five working days, it is considered that the proposal to terminate the employment contract has been rejected.
Termination of an employment contract on the initiative of the employee without valid reasons. An open-ended employment contract and a fixed-term employment contract concluded for a period of time longer than 1 month may be terminated by a written statement of the employee upon a notice to that effect to the employer at least 20 calendar days in advance.
Termination of an employment contract on the initiative of the employee for valid reasons.
An employment contract may be terminated by a written statement of the employee in a notice to that effect to the employer at least 5 calendar days in advance in the following cases:
- the employee is idle through no fault of their own for more than 30 consecutive days or if this time amounts to more than 45 days during the past 12 months;
- the employee has not been paid the full remuneration for work (monthly salary) due to for more than 2 months in a row, or if the employer fails to fulfil, for more than 2 months in a row, its obligations established by the provisions of the labour law governing occupational safety and health;
- the employee is unable to do their job due to an ilness or disability, or due to the fact that at home they are caring for or looking after a family member (a child, a father (an adoptive father, a guardian), a mother (an adoptive mother, a guardian), a spouse) or a person living with them who for whom a need for reimbursement of the cost of providing individual assistance is established (up to 31 December 2023, a special need for permanent care or a special need for permanent attendance (assistance))
- an employee with an open-ended employment contract has reached the statutory age of entitlement to an old-age pension when working for that employer.
Termination of an employment contract on the initiative of the employer without any fault on the part of the employee.
The employer has the right to terminate an open-ended or fixed-term employment contract early for the following reasons:
- the job done by the employee becomes redundant for the employer due to changes in work organisation or for other reasons related to the activities of the employer;
- the employee fails to attain agreed performance;
- the employee refuses to work under changed or supplementary conditions of the employment contract or to change the type of working time or the location of work;
- the employee does not agree to the continuity of the employment relationship in the case of the transfer of the business or part thereof;
- a court or a body of the employer takes a decision due to which the employer terminates.
Termination of an employment contract on the initiative of the employer due to the fault of the employee. The employer has the right to terminate an employment contract without any notice and without severance pay if the employee, through their culpable action or failure to act, breaches the obligations established by the provisions of the labour law or by the employment contract.
The notice of the termination of the employment contract must be presented in writing. The notice of the termination of the employment contract specifies the reason for the termination of the employment contract and the legal provision specifying the grounds for termination of the employment contract as well as the day on which the employment ends. The employer, subject to the consent of the employee, has the right, at any time before the end of the notice period, to decide to terminate the employment contract, postponing the day on which the employment ends to the last day of the notice period and not allowing the employee to work the period of notice, but paying the remuneration for work due to the employee for the whole notice period.
Restrictions on the termination of an employment contract. An employment contract with an employee who is a pregnant woman may be terminated during her pregnancy and until the child reaches the age of 4 months by agreement of the parties, on the initiative of the employee, on the initiative of the employee during the trial period, without the will of the parties, and upon expiry of a fixed-term employment contract at the end of its term.
The contract of employment may not be terminated with employees caring for a child (adopted child) under 3 if there is no fault on the part of the employee. Employment contracts with employees who are on pregnancy and childbirth (maternity), paternity or parental leave may not be terminated at the discretion of the employer.
Dismissal on the initiative of the employer in the absence of fault on the part of the employee, or at the discretion of the employer of an employee called up for compulsory military service or alternative national defence service is prohibited.
Terms and conditions for claiming a retirement pension. A retirement pension is granted when the person has reached the statutory pension age and has paid social pension insurance contributions for at least 15 years. The retirement age has increased every year since 2012 and by 2026 it will be 65 years for both men and women.
An advance retirement pension may be received by persons who have not more than 5 years left before their age of entitlement to an old-age pension, have necessary length of service for entitlement to an old-age pension, do not receive any other periodical payments or income, are not employed and do not receive any other work-related or other insurable earnings (under an employment contract, on the grounds of membership or service, from independent activities, from farming activities, from abroad).
Links:
| Name | URL |
| Labour Code of the Republic of Lithuania | XII-2603 Lietuvos Respublikos darbo kodekso patvirtinimo, įsigaliojimo ir įgyvendinimo įstatymas |
| Board of the State Social Insurance Fund under the Ministry of Social Security and Labour | www.sodra.lt |
| Labour Code of the Republic of Lithuania | www.e-tar.lt/portal/lt/legalAct/f6d686707e7011e6b969d7ae07280e89/XADxhLdWmd XII-2603 Lietuvos Respublikos darbo kodekso patvirtinimo, įsigaliojimo ir įgyvendinimo įstatymas |
Representation of workers means defending and representing the rights and interests of workers in relations with other parties to the social partnership, before labour dispute authorities and social partnership authorities, as well as creating and modifying rights and obligations for workers or otherwise participating in the determination of the employment, social and economic rights and obligations of workers in accordance with the rules of labour law.
The trade union, the works council, or the employees’ trustee are considered as the employees’ representatives. Trade unions represent their members in the cases established by the Labour Code and other laws. Collective bargaining, conclusion of collective bargaining agreements, and initiation of collective labour disputes are the exclusive right of trade unions.
The works council and the employees’ trustee are independent bodies representing employees who, in the cases and in accordance with the procedure established by the Labour Code, represent all employees in agreements with the employer and social partners and, at workplace level, in informing, consulting, and other participation procedures by which employees and their representatives are involved in the employer’s decision-making. A works council must be formed on the initiative of the employer when the average number of employees of the employer is twenty and more, except for when the workplace has an active trade union in which more than 1/3 of all the employees of the employer are members. If the average number of employees of the employer is less than twenty, the rights of representation of employees may be exercised by the employees’ trustee elected at the general meeting of the employees for a period of 3 years.
Links:
| Name | URL |
| Trade unions | www.ldf.lt |
| www.lpsk.lt | |
| State Labour Inspectorate of the Ministry of Social Security and Labour of the Republic of Lithuania | Home – State Labour Inspectorate https://vdi.lrv.lt/lt |
| Labour Code of the Republic of Lithuania | https://www.e-tar.lt/portal/lt/legalAct/f6d686707e7011e6b969d7ae07280e89/asr XII-2603 Lietuvos Respublikos darbo kodekso patvirtinimo, įsigaliojimo ir įgyvendinimo įstatymas |
Individual labour disputes are examined by labour dispute commissions or the courts. Labour Disputes Commissions are permanent and function under the territorial divisions of the State Labour Inspectorate. The Labour Disputes Commission is formed of three members: the chairperson of the Labour Disputes Commission and representatives of trade unions and employers’ organisations to be appointed by a decision of the management bodies of trade unions and employers’ organisations operating within the territory of the territorial divisions of the State Labour Inspectorate. An employee may bring a matter before the Labour Disputes Commission within 3 months from the day when they learnt or should have learnt about the violation of their rights. The submission deadline may be revised by a decision of the labour dispute commission.
Appeal against the decision of the Labour Dispute Commission. If the parties to the dispute do not agree with the Labour Disputes Commission’s decision, they have the right, within 1 month of the Labour Disputes Commission’s decision, to bring an action on the issue of the employment dispute in court, in accordance with the provisions of the Code of Civil Procedure of the Republic of Lithuania.
Disputes regarding the contract of employment. If the employee does not agree to their removal from duties on the employer’s initiative or to their dismissal, they may bring the matter before the court within a month of the receipt of the relevant instruction (document).
If an employee is dismissed without a valid reason or in breach of the procedure provided for by law, the body hearing labour disputes will adopt a decision to recognise the dismissal as unlawful and reinstate the employee in their previous job and award them the average wage for the period of involuntary idle time from the day of dismissal to the day the decision is complied with, but not for more than 1 year, together with the material and non-material damage suffered.
Strikes. The right to adopt a decision to declare a strike is vested in the trade union or their organisation according to the procedure laid down in their regulations. To declare a strike at the employer level, the consent of at least one quarter of the members of the trade union must be obtained in accordance with the procedure established in the articles of association. To declare a strike at the level of a branch (production, service, professional), a decision of the representing body must be adopted in accordance with the procedure established in the articles of association. The employer or employers’ organisation and its individual employer members must be notified in writing of the beginning of a future warning strike not later than 3 working days in advance, and for an actual strike, not later than 5 working days in advance, by being sent a decision of the trade union or their organisation to declare a strike. In companies or branches which provide emergency (vital) services to the public, the employer or employers’ organisation and its individual employer members must be notified in writing of the beginning of a future warning or an actual strike not later than 10 working days in advance, by being sent a decision of the trade union or their organisation to declare a strike.
Links:
| Name | URL |
| State Labour Inspectorate | www.vdi.lt |
| Labour Code of the Republic of Lithuania | XII-2603 Lietuvos Respublikos darbo kodekso patvirtinimo, įsigaliojimo ir įgyvendinimo įstatymas https://www.e-tar.lt/portal/lt/legalAct/f6d686707e7011e6b969d7ae07280e89/asr |
The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.
Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.
On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.
The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.
It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.
The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.
To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.
Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.
It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).
The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.
It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also
- supports the European Pillar of Social Rights
- implements the EU Youth Strategy 2019-2027
- develops the European dimension in sport
Who can take part? Find out here.
Adult Education and Lifelong Learning in Europe
Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.
A European area of lifelong learning
In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.
This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.
EU organisations promoting vocational education in Europe
With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.
The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.
The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.
Quality of life – on top of the EU social policy agenda
Favourable living conditions depend on a wide range of factors, such as quality healthcare services, education and training opportunities or good transport facilities, just to name a few aspects affecting citizens’ everyday life and work. The European Union has set for itself the aim to constantly improve the quality of life in all its Member States, and to take into account the new challenges of contemporary Europe, such as socially exclude people or an aging population.
Employment in Europe
Improving employment opportunities in Europe is a key priority for the European Commission. With the prospect of tackling the problem of unemployment and increasing the mobility between jobs and regions, a wide variety of initiatives at EU level are being developed and implemented to support the European Employment strategy. These include the European Employment Services network (EURES) and the EU Skills Panorama.
Health and healthcare in the European Union
Health is a cherished value, influencing people’s daily lives and therefore an important priority for all Europeans. A healthy environment is crucial for our individual and professional development, and EU citizens are ever more demanding about health and safety at work and the provision of high quality healthcare services. They require quick and easy access to medical treatment when travelling across the European Union. EU health policies are aimed at responding to these needs.
The European Commission has developed a coordinated approach to health policy, putting into practice a series of initiatives that complement the actions of national public authorities. The Union’s common actions and objectives are included in EU health programmes and strategies.
The current EU4Health Programme (2021-2027) is the EU’s ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff, and health systems in Europe. The new EU4Health programme will go beyond crisis response to address healthcare systems’ resilience.
EU4Health, established by Regulation (EU) 2021/522, will provide funding to eligible entities, health organisations and NGOs from EU countries, or non-EU countries associated to the programme.
With EU4Health, the EU will invest €5.3 billion in current prices in actions with an EU added value, complementing EU countries’ policies and pursuing one or several of EU4Health´s objectives:
- To improve and foster health in the Union
- disease prevention & health promotion
- international health initiatives & cooperation
- To tackle cross-border health threats
- prevention, preparedness & response to cross-border health threats
- complementing national stockpiling of essential crisis-relevant products
- establishing a reserve of medical, healthcare & support staff
- To improve medicinal products, medical devices and crisis-relevant products
- making medicinal products, medical devices and crisis-relevant products available and affordable
- To strengthen health systems, their resilience and resource efficiency
- strengthening health data, digital tools & services, digital transformation of healthcare
- improving access to healthcare
- developing and implementing EU health legislation and evidence-based decision making
- integrated work among national health systems
Education in the EU
Education in Europe has both deep roots and great diversity. Already in 1976, education ministers decided to set up an information network to better understand educational policies and systems in the then nine-nation European Community. This reflected the principle that the particular character of an educational system in any one Member State ought to be fully respected, while coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.
In 1986, attention turned from information exchanges to student exchanges with the launch of the Erasmus programme, now grown into the Erasmus+ programme, often cited as one of the most successful initiatives of the EU.
Transport in the EU
Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, the EU’s transport policy has focused on removing border obstacles between Member States, thereby enabling people and goods to move quickly, efficiently and cheaply.
This principle is closely connected to the EU’s central goal of a dynamic economy and cohesive society. The transport sector generates 10% of EU wealth measured by gross domestic product (GDP), equivalent to about one trillion Euros a year. It also provides more than ten million jobs.
The Schengen area
The Schengen Convention, in effect since March 1995, abolished border controls within the area of the signatory States and created a single external frontier, where checks have to be carried out in accordance with a common set of rules.
Today, the Schengen Area encompasses most EU countries, except for Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen Area and already applying the Schengen acquis to a large extent. Additionally, also the non-EU States Iceland, Norway, Switzerland and Liechtenstein have joined the Schengen Area.
Air transport
The creation of a single European market in air transport has meant lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.
As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the case of accident or difficulties with package holidays. These rights apply to scheduled and chartered flights, both domestic and international, from an EU airport or to an EU airport from one outside the EU, when operated by an EU airline.
Over the last 25 years the Commission has been very active in proposing restructuring the European rail transport market and in order to strengthen the position of railways vis-à-vis other transport modes. The Commission's efforts have concentrated on three major areas which are all crucial for developing a strong and competitive rail transport industry:
- opening the rail transport market to competition,
- improving the interoperability and safety of national networks and
- developing rail transport infrastructure.
The Republic of Lithuania is a multi-party parliamentary democracy. The state is governed by the Seimas [Parliament], the President, the government, and the courts. The powers of government bodies are limited by the constitution, and government bodies must serve the people. The Lithuanian Parliament, known as the Seimas, is the national legislative authority. It is made up of 141 members elected by direct and secret suffrage for a period of 4 years. The Seimas is considered to be elected if at least 3/5 of its members are elected. The first meeting of the newly elected Seimas is called by the Lithuanian President within 15 days of its election. The structure and the rules of procedure of the Seimas are laid down in its Statutes. The Seimas deliberates, passes and issues laws, approves or rejects the Prime Minister (the head of the government) on a proposal from the President, scrutinises the activities of the government, approves the state budget and supervises its implementation, determines national taxes, calls municipal elections, and ratifies international agreements concluded by the Republic of Lithuania. To examine draft laws, the Seimas sets up committees; minor issues are examined by its (standing and ad hoc) commissions. The rights and duties of the members of the Seimas are defined in the Statutes of the Seimas.
The President, who is the head of state, is elected by universal suffrage for a term of 5 years. The President presents the candidacy of the head of the government, the Prime Minister, who is either approved or turned down by the Seimas. The President may be elected for no more than two consecutive terms.
The constitution of the Republic of Lithuania lays down that justice in Lithuania is administered exclusively by the courts. In the administration of justice, judges and the courts act independently. Judges hearing a case are bound only by the legislation in force. There are two groups of courts in Lithuania: courts of general jurisdiction (the Supreme Court, the Court of Appeal, regional and district courts) and specialised administrative courts (the Supreme Administrative Court and regional administrative courts). The police are an administrative institution responsible for law and order in the country. The police have two branches: the administrative branch, which is responsible for public order, and the legal branch, which is responsible for compliance with the law.
Links:
| Name | URL |
| President of the Republic of Lithuania | www.lrp.lt |
| Central Electoral Commission of the Republic of Lithuania | www.vrk.lt |
| Seimas of the Republic of Lithuania | www.lrs.lt |
| Government of the Republic of Lithuania | www.lrv.lt |
| Constitution of the Republic of Lithuania | |
| Supreme Court of Lithuania | www.lat.lt |
The Lithuanian Government sets the minimum hourly pay (EUR 6.35 per hour) and the minimum monthly wage (EUR 1 038 per month) in accordance with the Law on Wages. The hourly pay or monthly wages of an employee may not be lower than the minimum hourly pay or the minimum monthly wage set by the Lithuanian government. The minimum monthly wage for an employee can only be paid for manual work.
Based on the data of Statistics Lithuania, average monthly gross wages in the state’s economy (including sole proprietorships) was EUR 2 322.2 in Q4 2024. In Lithuania, taxes must be paid only by permanent residents; non-permanent residents pay taxes in the cases provided for by law.
In the second quarter of last year, the average monthly earnings of full-time employees, on which social security contributions are paid, increased by EUR 231 (11.2 %) to reach EUR 2 291 as compared to the same period a year before. Taxes comprising the Lithuanian taxation system are listed in Article 13 of the Republic of Lithuania Law on Tax Administration. The following basic taxes can be distinguished: personal income tax, income tax, value added tax, property tax, land tax, inheritance tax, lotteries and gambling tax, and excise tax.
The following rates are applicable to the main taxes paid by employees in 2025:
- State Social Insurance (SSI) contributions: 19.5 %
- Personal Income Tax (PIT): 20 % (where earnings do not exceed 60 average wages), 32 % (where earnings exceed 60 average wages)
- Compulsory health insurance (CHI) contributions: 6.98 %
State Social Insurance (SSI) contributions. The main objective of the state social insurance system is to secure income for the insured in the event of incapacity for work due to sickness, maternity leave, old age, incapacity for work or other cases. These taxes are covered by the employer and employee both. SSI contributions are also payable by self-employed persons, persons engaged in activities based on business licences, royalty agreements, and other.
Personal Income Tax (PIT). It is calculated based on received earnings and other not work-related income (sale of property, etc.). Persons employed under employment contracts are subject to personal income tax deducted from their wages (tax is paid by the employer), while self-employed persons have to pay this tax themselves. Permanent residents and non-permanent residents of Lithuania receiving income are subject to PIT calculated on the basis of income received in Lithuania.
Compulsory health insurance (CHI) contributions. By paying CHI, persons are entitled to access health insurance services free of charge (majority of services). If a person is not so insured, they must cover treatment expenses themselves. Persons automatically subject to compulsory health insurance are: persons employed under employment contracts, minors, pensioners, unemployed and registered with the Employment Service, persons on pregnancy and childbirth (maternity) leave, students, disadvantaged persons, and caregivers.
VAT is a value added tax applicable to goods and services. This is a consumption tax developed for the purposes of facilitating collection of money for the State to be able to perform its daily functions. This tax was developed in 1954 and rather quickly spread across Europe. VAT rates in Lithuania: 21 % standard VAT rate, 9 %, 5 % reduced VAT rate and 0 % VAT rate. Cases where reduced VAT rates are applicable: www.vmi.lt/evmi/pridetines-vertes-mokestis2.
Lithuanian residents have to declare received income and paid taxes every year by 2 May for the previous year (for example, they must declare income received in 2024 by 2 May 2025). Residents must declare both domestic and foreign income, but only provided that a person is considered a permanent resident of Lithuania for the period the income is declared for:
- person’s permanent (declared) place of residence is in Lithuania, or
- person’s place of personal, social or economic interests is in Lithuania rather than in a foreign country during the tax period, or
- a person is present in Lithuania for a period or periods in the aggregate of 183 days or more during the tax period, or
- other cases provided for in Article 4 of the Law on Personal Income Tax.
For more information see https://micenter.lt/lt/mokesciai
The State Tax Inspectorate of the Republic of Lithuania annually exchanges information with tax inspectorates of other EU and European Area Member States for the purposes of specification of said declarations.
Tax overpayment incurred by Lithuanian residents working abroad may be recovered in the state the taxes where paid or deducted. Tax overpayment is recovered from the foreign state’s budget by completing a personal income declaration. The above declaration (application) should be then submitted to the Tax Inspectorate where the tax was paid. Tax overpayment may occur due to different reasons varying from one country to another: the state promotes learning, encourages taking out loans, purchase of cars, takes into account social status, tax-free income, time worked, etc.
Links:
| Name | URL |
| Employment Service | www.uzt.lt |
| State Tax Inspectorate under the Ministry of Finance | www.vmi.lt |
| Board of the State Social Insurance Fund under the Ministry of Social Security and Labour | www.sodra.lt |
| National Health Insurance Fund under the Ministry of Health | www.vlk.lt |
| Ministry of Finance of the Republic of Lithuania |
Disposable income per household in 2023 averaged EUR 1 662 per month and that per household member averaged EUR 836 per month. In 2024, households spent 20 % of their total consumption expenditure on food and non-alcoholic beverages (excluding money spent in cafes, restaurants, canteens).
In 2024, consumption expenditure on housing maintenance (rent, water, electricity, gas, heating, mortgage interest) amounted to 12.4 % of disposable income. Recreation and culture costs in 2024 amounted to 6.9 %. Transport expenditure represents 13.8 % of total consumption expenditure.
Links:
| Name | URL |
| Statistics Lithuania | www.stat.gov.lt |
| Eurostat, the European statistics portal | https://ec.europa.eu/eurostat/web/main/home |
In Lithuania you can stay at a hotel, rent a house, an apartment, a semi-detached house or buy a semi-detached house, an apartment or a house. When buying or renting a home, it is important to complete the required legal paperwork. You can seek help from a real estate agency, a law firm or a notary’s office. Private contacts, help from friends, colleagues, acquaintances, relatives or business partners are just some of the ways of looking for accommodation. Alternatively, you can post your own ad stating what sort of accommodation you are looking for. Apartment rent prices may vary. They depend on the town, district and area in which the rented property is located, the state of repair of the building (whether the apartment is in an old, renovated, new or reconditioned building), the furnishing of the apartment (whether the apartment is furnished and has domestic appliances), the number of rooms and residents, the availability of parking, etc. Accommodation rental costs in Lithuania’s major cities are as follows: In Vilnius, the average monthly rent of a one-room apartment is EUR 410 and above and a two-room apartment – EUR 650 and above per month, while in Kaunas, the average monthly rent for a one-room apartment starts at EUR 320 and for a two-room apartment – at EUR 470.
In Klaipėda, the average monthly rent for a one-room apartment stands at EUR 300 and for a two-room apartment – around EUR 400. In Šiauliai, apartment rental prices are similar to those in Klaipėda: the average monthly rent for a one-room apartment also stands at around EUR 300-350.
Links:
| Name | URL |
| Bank of Lithuania | www.lb.lt |
| Swedbank | www.swedbank.lt |
| SEB | www.seb.lt |
| Šiaulių bankas | www.sb.lt |
| Luminor bankas | www.luminor.lt |
| Real estate portal | www.aruodas.lt |
In Lithuania healthcare services are provided in state and in private healthcare institutions.
All Lithuanian residents paying compulsory health insurance (CHI) contributions (or in cases where those are paid on their behalf) are entitled to any treatment services, physician’s consultations and other assistance provided at healthcare institutions (irrespective of their form of ownership, i.e. state or private) free of charge, provided that these services are in compliance with the requirements approved by the Minister of Health of the Republic of Lithuania and that healthcare institutions providing such services have concluded contracts with a territorial health insurance fund (THIF). THIF concludes contracts with state, municipal and other healthcare institutions or pharmacies licensed to engage in healthcare and pharmaceutical activities or accredited to carry out such activities and willing to conclude such contracts.
State healthcare institutions operate under the national health system of Lithuania and provide treatment to persons insured with CHI free of charge, except in cases where certain tests or procedures are not covered by the Compulsory Health Insurance Fund budget.
Private healthcare institutions operate on the basis of a licence issued by the State Health Care Accreditation Agency under the Ministry of Health. Healthcare services provided in these institutions are fee-based. Prices are set in accordance with an internal procedure. Some private healthcare institutions may offer discounts and provide services free of charge to those insured with CHI, or may have concluded contracts with THIF for direct reimbursement of healthcare services fee. However, if private healthcare institutions have concluded contracts with THIF regarding specific personal healthcare services provision, they must comply with the requirements set for the provision of services approved by the Minister of Health of the Republic of Lithuania.
Emergency services
Emergency services are emergency medical services provided in the accident and emergency department of a hospital.
Accident and emergency department is a unit of an institution providing inpatient personal healthcare services where patients are admitted for emergency medical treatment, other urgently needed personal healthcare services and, unless otherwise specified by the head of the institution providing inpatient personal healthcare services, for elective hospital admission.
Accident and emergency department must be present in all personal healthcare establishments providing inpatient services (the requirement does not apply to the Hospital for Places of Deprivation of Liberty, establishments providing only plastic and reconstructive surgery, intensive care services). In this department, emergency medical care is provided to patients 24 hours a day, regardless of whether they are covered by compulsory health insurance or not.
If further treatment is needed after the emergency care, it is continued in hospital.
Ambulance services are called using the emergency services telephone number 112 (across Lithuania, irrespective of communications operator).
Free dental services
Dental services: are primary dental (caries, pulpitis, some types of periodontitis, teeth and root extraction, paediatric caries prophylaxis, temporary retainers in cases of dental trauma, etc.), prosthesis, dentist’s consultation and other services which are fully or partially covered by the Compulsory Health Insurance Fund budget, provided that patients are insured with CHI.
Dental treatment should first be sought in the healthcare institution with which the person is registered. If the institution does not have a dentist, it should provide information about the dental practices that provide free dental services to people registered with that institution. Dental patients may have to pay for filling or other dental materials, medicines, and single-use devices. The exemption applies to children, full-time students in general education schools and full-time students in departments of vocational schools until they reach the age of 24 years, as well as to socially disadvantaged people (they need to submit a certificate issued by the municipal social assistance department of their place of residence). They are not required to pay for materials and single-use devices used for dental treatment.
List of fee-based services
Procedures that are not directly related to the treatment of diseases or illnesses and are not reimbursed from the budget of the CHIF are provided by healthcare institutions on a paid for basis. The list of the services for which recipients must pay is approved by the Minister of Health. The list includes acupuncture and manual therapy, health checks for travelling abroad, buying a civilian weapon, obtaining a driving and recreational aviation licence, additional individual patient care and nursing, abortion, cosmetic surgery operations and cosmetology procedures, dental implantation, and other services. Healthcare institutions themselves should approve a clear procedure for the provision of services to be paid for and make it available to patients.
Further exceptions when payment may be required
If patients who are entitled to free healthcare services make their own choice of these, without a doctor’s recommendation, the actual price of those examinations is paid by the patients. In these cases, the patient’s choice should be justified and clearly specified (by documenting the chosen examinations) and certified by the patient's and doctor’s signatures in the medical records. The payment for the service is made to the cashier of the healthcare institution and a cash receipt is issued to the patient. If the patient chooses more costly services at their own initiative, they have to pay the difference between the actual and the basic price of those services to the cashier of the medical institution. In the event of uncertainty, we advise you to try to resolve all concerns at the medical institution first.
Therefore, those who decide to come to Lithuania for medical treatment, should first inquire about the procedure for the reimbursement of healthcare costs in the country where they are insured and find out whether prior authorisation is required. This information is provided by the national contact point for cross-border healthcare (www.lncp.lt).
Procurement of medicines
Insured parties are reimbursed the cost of refundable medicines and medical devices prescribed for out-patient care. The costs of acquiring refundable medicines for out-patient care are calculated by the Ministry of Health according to the procedure established by the Government or another institution authorised by the Government (costs are reimbursed at retail prices).
Prescription medicines are sold strictly according to prescriptions written by doctors, while non-prescription medicines may be bought over the counter. Medicines are sold in pharmacies.
Links:
| Name | URL |
| Ministry of Health of the Republic of Lithuania | www.sam.lt |
| State Patients’ Fund | www.vlk.lt |
| Board of the State Social Insurance Fund under the Ministry of Social Security and Labour | www.sodra.lt |
| National contact point for cross-border healthcare | www.lncp.lt |
| Patient pre-registration system | www.esveikata.lt |
Lithuanian education system is comprised of the following levels:
- general education (covers the following education stages: pre-school, pre-primary, primary, lower secondary, and upper secondary);
- vocational education and training;
- higher education.
General education
The duration of general education is 12 years with education stages structured as follows: 4+ (4+2)+2, i.e., primary + lower secondary + upper secondary. Primary education is 4 years, lower secondary is 6 years and upper secondary is 2 years. Education is compulsory until 16 years of age (forms 1 to 10, 7-16 years of age).
Each education level is associated with specific competences, expressed through knowledge, understanding, and skills. Upon completion of lower secondary education, pupils may seek upper secondary education or enrol in a vocational education and training school. Lower secondary and upper secondary education may also be completed through a vocational education and training curriculum which accordingly integrates lower secondary or upper secondary education curricula.
Lower secondary and upper secondary education are parts of the Lithuanian Qualification Framework and fall under its levels 3 and 4, which is equal to the European Qualifications Framework levels 3 and 4.
Upon completion of the upper secondary education curriculum and passing appropriate matriculation examinations, pupils are awarded a secondary education diploma (maturity certificate) as a proof of upper secondary education. General education is not based on profiles. A maturity certificate is a proof of general education. A maturity certificate is the only qualification awarded in a general education system of Lithuania allowing access to higher education. A maturity certificate entitles pupils to apply to all higher education institutions (universities and colleges) of any profile.
General education quality is ensured through applying general requirements set at the state level to primary, lower secondary and upper secondary curricula, as well as via secondary education curricula accreditation, teachers’ attestation, etc.
More information on general education and stages thereof is available at the Ministry of Education, Science and Sport website: www.smm.lt.
Vocational education and training
Vocational education and training covers initial and continuing vocational education and training. Initial vocational education and training is intended for acquiring the first qualification and can only be formal. Its curricula is intended for persons above 14 years of age.
Pupils of vocational education and training institutions, who have completed their secondary education parallel to their vocational education and training curricula, are awarded with a lower secondary education certificate. Pupils who have completed upper secondary education curricula and passed matriculation examinations are awarded with a secondary education diploma (maturity certificate), and those who have not completed general education curricula or have not passed matriculation examinations are awarded with an academic achievements certificate.
Continuing vocational education and training is designed to improve an already obtained qualification, acquire a new one or gain a competence needed to do specific jobs (perform functions). Continuing vocational education and training may be formal and non-formal.
Upon completion of continuing vocational education and training curricula students obtain qualifications of levels 1 through 4 of the Lithuanian Qualifications Framework (levels 1 through 4 of the European Qualifications Framework). From 2015, upon completion of vocational education and training curricula, students are awarded with a vocational education and training diploma.
The purpose of vocational education and training qualifications is professional and they are designed to engage in professional activities. Qualifications obtained may be recognised as part of another level of vocational education and training curricula. These qualifications do not give access to higher education studies (contrary to a secondary education diploma).
Higher education
Studies at Lithuanian schools of higher education can be pursued under study programmes which award degrees or programmes which do not lead to a degree.
Study programmes awarding a degree fall into two categories: those run by colleges and those run by universities. Studies are of three cycles:
- cycle I: Professional Bachelor or Bachelor;
- cycle II: Master;
- cycle III: Doctorate.
The entry score is calculated based on a proof of secondary education completion, examination results and other additional data on a person (sports achievements, school Olympics competitions, international competitions, etc.). This score serves as a basis for compilation of a list of applicants. Successful applicants are identified by way of competition and taking into account the number of available places for a specific profession.
Admission to private and state higher education schools varies. Private universities and colleges may choose not to participate in the general admission process. Such establishments are responsible for organising admission procedures independently.
Fees. In Lithuania, education, except for private education institutions, is free of charge. Parents pay for additional services such as catering and childcare after lessons.
All pupils, whether attending a private education institution or a public one, are provided with a ‘pupil’s basket’. This is funding allocated for education. Facility funds, for a state or municipal school, are allocated by the state/municipality. In the case of a non-state school, the funding gap is provided by the founder of the school and a fee is paid by the parents. A school can be supported by sponsors.
Language Usually, it is Lithuanian. There are institutions which provide education in other languages: English, Polish or other languages.
Persons holding an education diploma and/or qualifications awarded abroad and wishing to study or work in Lithuania may need to apply to the bodies responsible for the assessment and recognition of foreign diplomas and qualifications in Lithuania. A vocational qualification can be recognised only if the profession is regulated in Lithuania. For the academic recognition of foreign higher education diplomas, holders must apply to the Centre for Quality Assessment in Higher Education. Information on educational opportunities in Lithuania is provided by the AIKOS open information, advice and guidance system. This helps its users (pupils, students, employees and other interested parties) plan their studies or vocational careers by providing them with the information they need on professions, qualifications, study and training programmes, institutes of education and science, admission rules, training licences, Europass certificate supplements, statistics on training and job vacancies, etc.
Links:
| Name | URL |
| Ministry of Education and Science of the Republic of Lithuania | www.smm.lt |
| National Agency for Education | https://www.nsa.smm.lt |
| AIKOS Open Information, Advice and Guidance System | www.aikos.smm.lt |
| Information for parents and educators on early childhood and pre-school education | |
| Centre for Quality Assessment in Higher Education | www.skvc.lt |
Lithuania is the land of vast green plains with a multitude of preserved natural landscapes, woods, lakes, and rivers. Moreover, Lithuania has a unique coastline which is full of beautiful sandy beaches and also has a separate strip of sand called Curonian Spit (Kuršių Nerija) that separates the Curonian Lagoon from the Baltic Sea.
In terms of leisure activities in nature, active leisure time in Lithuania becomes increasingly popular. Such activities include all kinds of hiking trips (on foot or by bikes), canoeing and kayaking, ice sailing or skiing. People become increasingly interested in golf sports, extreme types of entertainment (parachute or bungee jumping), and hot air balloon trips.
Lithuanian cities are known for their magical architectural heritage, narrow streets and hipster lofts housing concert halls and cinema theatres, as well as great variety of night clubs and all kinds of places that never sleep.
More information on what to see and do in Lithuania is available at: https://www.lithuania.travel/lt
One of Lithuania’s main cultural fields is theatre. Lithuania boasts a great number of excellent directors, actors, and professional and amateur theatrical groups; they are famous abroad, are very highly regarded and always draw large audiences. Lithuanian theatres are gaining international acclaim and generously share the talents of their directors with the major theatres of the world.
Lithuania hosts various folk festivals throughout the year. Shrove Tuesday is the day of bidding farewell to winter and ushering in spring. Soon after, the Kaziukas Fair in early March fills market places, squares and streets with a wealth of hand-made goods from local craftsmen, including items of wood, ceramics and linen. On Palm Sunday, sprays of grass and decorative shrubs are collected and tied into bundles (known as ‘verbos’). St John’s Night falls on the 24 June, the shortest night of the year. The Song Festival is held every 4 years in Vilnius in mid-summer. Various festivals are also held in Lithuania. Detailed information is available at www.renginiai.kasvyksta.lt.
Public holidays: The New Year on 1 January (New Year), 16 February (Day of the Restoration of the State of Lithuania), 11 March (Day of the Restoration of Lithuania’s Independence), Easter (the first Sunday and Monday after the first full moon after the spring equinox), 1 May (International Labour Day), 24 June (St John’s Day), 6 July (Coronation of King Mindaugas), 15 August (Day of the Assumption of Mary), 1 November (All Saints’ Day), 2 November (All Souls’ Day), 24 December (Christmas Eve), 25 and 26 December (Christmas).
Links:
| Name | URL |
| Lithuanian news | www.lrytas.lt, www.delfi.lt, www.bns.lt, www.alfa.lt, www.diena.lt, www.15min.lt |
| Mobile telephone operators | www.telia.lt, www.bite.lt, www.tele2.lt |
| Lithuanian Post | www.post.lt |
Birth, death, marriage, dissolution of marriage, adoption, acknowledgement and determination of parentage, change of name, family name and nationality and change of sex are all registered with the offices of the Civil Registry of the Republic of Lithuania. Consular offices of the Republic of Lithuania are authorised to register the birth, marriage and death of nationals of the Republic of Lithuania.
Citizens of the Republic of Lithuania may submit applications to the offices of the Civil Registry of the Republic of Lithuania via an online self-service system of the Centre of Registers:
www.registrucentras.lt/savitarna
Applications may be submitted via the system for the following services:
to register birth;
to register data on a child born in a foreign country;
to register acknowledgement of parentage;
to submit an application for registration of marriage;
to register data on marriage in a foreign country;
to register data on dissolution of marriage in a foreign country;
to register data on death in a foreign country;
to cancel a civil status record;
to recover a civil status record;
to modify and supplement a civil status record;
to change a first name or surname;
to issue a copy, transcription, extract or certificate of a civil status record;
to issue a certificate confirming the absence of any impediments to a marriage.
Persons wishing to marry must submit a written application in person. Under Lithuanian law, marriage is allowed between adults of opposite sexes. A marriage application must be accompanied by the applicants’ birth certificates, passports or the permits for permanent residence in the Republic of Lithuania. A divorced person must also submit the certificate of divorce, while a widow (widower) must submit the spouse’s death certificate. When submitting an application to register a marriage, a foreign national must also submit a document issued by the competent authority of the country in question confirming the absence of any impediments to the marriage; this document must be translated into Lithuanian. Persons wishing to marry must submit a written application for registration, and adduce birth certificates, passports, and certificates of marriage or death if they are not marrying for the first time.
A dissolution of marriage must be registered with the Civil Registry of the district where the court that has issued the divorce order is located; the Civil Registry makes a record of the divorce in its books, issues divorce certificates and enters a mark to this effect in the passports of the divorced parties. Marriage is officially dissolved once the court order is final and the applicant's, passport, extract of the final court decision and proof of the state fee payment have been received.
A death is registered with the Civil Registry or at the civil parish (other than civil parishes of municipal centres) of the place of residence or the place of death, or at the consulate in the Republic of Lithuania, on the basis of the medical death certificate. A death is registered by making an entry to this effect and issuing a death certificate. After the registration of the death of a permanent resident of the Republic of Lithuania, a certificate is issued to allow the funeral allowance to be received. The deceased person’s passport and the medical death certificate must be produced.
Links:
| Name | URL |
| Portal of contacts and useful information for public authorities in Lithuania | https://lrvalstybe.lt/savivaldybes |
| State Enterprise Centre of Registers | www.registrucentras.lt |
Any means of transport can be taken to travel to Lithuania. Lithuania’s geographical position makes it a transit country between western Europe and the countries of the CIS (Commonwealth of Independent States) and a prospective north-south transport corridor. Vilnius international airport is now well-equipped for handling passengers and aircraft. Lithuania is also a railway transit country. Cars are the main type of transport used for tourism purposes; there are 50 highway routes connecting Lithuania to other European countries.
Lithuania’s geographical position also means that it is intersected by two pan-European transport corridors: Corridor I Tallinn–Riga–Kaunas–Warsaw running from north to south and its link IA Šiauliai–Kaliningrad–Gdansk; and links IXB Kiev–Minsk–Vilnius–Kaunas–Klaipėda and IXD Kaunas–Kaliningrad of Corridor IX running from east to west.
Road taxes
Road users must have a valid electronic vignette before entering toll road sections A1–A18 by bus (vehicle categories M2-M3), goods vehicles (vehicle categories N1-N3) and combinations thereof, and special vehicles.
Electronic vignette is an electronic entry in the registration module of the road user charge payment in the Road National Traffic Information System (hereinafter the ‘RNTIS’) that confirms the fact of payment of a road user charge and grants the right to use toll road sections within a specified time limit.
More information:
www.keliumokestis.lt/pages/mainPage.xhtml
Lithuania’s major urban centres have well-developed public bus transport systems. Vilnius and Kaunas also have trolleybuses. In urban areas, public transport runs approximately from 5 a.m. to 11 p.m. Single (not in every city) and fixed-period tickets are commonly used in urban public transport in Lithuania. Discounted urban public transport tickets, as provided for in the Law on travel concessions prepared by the Lithuanian Ministry of Transport and Communications, are available throughout the country. Single city bus/trolleybus tickets cost EUR 1.
Intercity and international bus route schedules and prices are available at: https://www.autobusubilietai.lt
Train schedules and prices are available at: https://ltglink.lt
Lithuanian waterways include the ice-free seaport of Klaipėda and the inland waterway along the Nemunas River as far as Klaipėda and the Curonian Lagoon. International ferry timetables can be found on the internet: https://portofklaipeda.lt/en/main-page
Lithuania has four international airports: Vilnius, Kaunas, Palanga and Šiauliai airports. The following airline companies operate scheduled flights to Lithuania: Aegean, Finnair, Fly Dubai, Air Baltic, Lufthansa, LOT Polish Airlines, Play, Austrian Airlines, SAS, Brussels Airlines, Wizzair, Norwegian, Turkish Airlines, Ryanair, Swiss.
Links:
| Name | URL |
| Kaunas airport | www.kaunas-airport.lt |
| Vilnius airport | www.vilnius-airport.lt |
| Palanga airport | www.palanga-airport.lt |
| Lithuanian Railways | https://ltglink.lt/ |
| Port of Klaipėda | www.portofklaipeda.lt |
| Bus travel information | www.autobusubilietai.lt |
| Lithuanian Road Administration | www.keliumokestis.lt/pages/mainPage.xhtml |