The first part of the legislative package came into force on 1 August 2022. Others will follow in the coming months.
The majority of the changes adopted are aimed at better reconciling employee’s work obligations with their personal or family needs.
Parts of the legislative package therefore include additional rest days for certain employees, an extended right to part-time work and telework, and better protection against dismissal and discrimination.
In addition, new regulations for drafting employment contracts have been created, which employers absolutely must observe. These will be described in more detail below.
Since 1 August 2022, if a fixed-term employment contract is concluded for less than 6 months, the probationary period must be reduced in proportion to the duration of the contract. For example, if the employment contract is concluded for 3 months, the probationary period may not exceed 1.5 months; if it is concluded for 2 months, the probationary period may not exceed one month; if it is concluded for one month, the probationary period may not exceed half a month. The employer may terminate the probationary period in writing by 3 working days’ notice if the results during the probationary period are not satisfactory.
Moreover, all information about the employment relationship (employment contract and other internal regulations) must now be provided to a foreign employee not only in Lithuanian but also in a language the employee understands if they do not speak Lithuanian. It is therefore advisable to use bilingual (e.g., Lithuanian-English) employment contract templates for non-Lithuanian employees from the outset.
In addition, employers have new information obligations. The following information must now be provided to the employee by the start of work (if not already listed in the employment contract):
- information about the probationary period and its conditions;
- procedure and payment for overtime;
- regulations on shift schedules;
- information on the right to training;
- data on social contributions as well as social protection, information on authorities if the employer is responsible for them.
Employers should therefore not only keep an eye on these changes when concluding new employment contracts but also check existing contracts to see if they meet the new requirements.
- Law amending Articles 1, 2, 25, 26, 30, 36, 40, 44, 46, 51, 52, 55, 56, 57, 59, 721, 75, 79, 107, 113, 117, 126, 133, 134, 137, 138, 169, 171 and the Annex to the Labour Code of the Republic of Lithuania, 28 June 2022 No XIV-1189
- Law amending Articles 14, 25, 27, 30, 52, 58, 139, 144, 221, 222, 223, 225, 226, 227 and 240 of the Labour Code of the Republic of Lithuania, 28 June 2022 No XIV-1187