The new Labour code came into force on 1 July, 2017. An employer and employee have a right to agree and deviate from its rules (except rules regarding minimum rest time and maximum working time), if employee’s salary exceeds the size of 2 average salaries.
Fixed-term employment contracts may be concluded for a certain period, but no longer than 2 years for the same type of work and 5 years for the different type of work. Up to 20 % of all employment contracts can be fixed-term employment contracts if those are concluded for a permanent nature of work.
Temporary employment contract may be concluded for a certain period of time during which the temporary employee undertakes to carry out employment activities.
Seasonal employment contracts are concluded for the performance of seasonal works. Seasonal works include works which, due to natural and climatic conditions, are performed not throughout the year but in certain periods (seasons) not longer than eight months (within a period of consecutive twelve months) and which are on the list of seasonal works.
Apprenticeship employment contract may be concluded when an employee is employed for the purpose of acquiring qualifications or competences necessary for the position by the form of apprenticeship training program.
Project work contract is a fixed-term employment contract, by which employee undertakes to carry out his work duty for the purpose of specific project’s result and work on fixed working hours at his workplace or outside of it.
Job-sharing employment contract – 2 employees can agree with the employer on sharing 1 job position.
Employment contract with several employers – it allows to conclude an employment contract with 2 or more employers, when the duties carried out by the employee are the same.
The terms and conditions of the employment contract are agreed by the parties and define the rights and obligations of the parties. Each employment contract must state the following mandatory conditions of contract:
The parties may also agree on other conditions of the employment contract provided that this is not prohibited by the labour laws or regulations or the collective agreement.
An employment contract is deemed to be concluded after the parties agree on the terms and conditions of the contract. The employment contract must be concluded in writing in duplicate, using a model form of contract. The employment contract is signed by the employer, or a person authorized by him, and the employee. The employer retains a copy of the employment contract and hands the other copy to the employee. The employment contract must be registered in the employment contracts register on the date of its conclusion. Such registration is not mandatory in cases where the employer is a natural person who hires maximum three employees. Prior to starting work the employer must hand a copy of the employment contract and an employee’s ID document (‘employment certificate’) to the employee. The issue or replacement of the employment certificate is recorded in the employment certificates register.
The labour laws and regulations as well as collective agreements may establish that persons are appointed to certain positions on competition or elections basis or upon passing of qualifications examinations. At conclusion of the employment contract the parties may agree on a trial period.
A. Goštauto st. 40 A, LT-03163 Vilnius, Lithuania
Phone: +370 (5) 249 90 83
Company code: 302454111
VAT number: LT100005125012
Monday – Friday 8.00 – 17.00
Lunch break 12.00 – 13.00