Best Employment Rights Lawyers in Marijampolė

About Employment Rights Law in Marijampolė, Republic of Lithuania

Employment rights in Marijampolė are governed by national law, primarily the Labour Code of the Republic of Lithuania, complemented by other statutes such as the Law on Equal Treatment, the Law on the Protection of Whistleblowers, and European Union law. The rules apply uniformly across Lithuania, so employees and employers in Marijampolė are subject to the same standards as elsewhere in the country. Enforcement and day-to-day oversight are provided by national bodies with regional offices that serve Marijampolė.

At its core, Lithuanian employment law regulates how employment contracts are made and terminated, minimum standards for pay and working time, health and safety duties, protections against discrimination and harassment, and access to dispute resolution. Many rights are mandatory and cannot be contracted out. Collective agreements at sector or company level may set higher standards than the legal minimums.

Why You May Need a Lawyer

You may need legal help if you believe your dismissal or redundancy was unlawful, if proper notice or severance was not provided, or if procedures were not followed. A lawyer can assess the legality of the employer’s actions and protect your position within strict deadlines.

Legal advice is often crucial in wage and bonus disputes, non-payment of overtime, misclassification of employment relationships as independent contracting, or when deductions are made from pay without a clear legal basis.

Workers facing discrimination, harassment, or retaliation for whistleblowing can benefit from advice on evidence gathering, internal complaints, and filing with the appropriate authorities.

Guidance is helpful when negotiating or reviewing employment contracts, non-compete and confidentiality clauses, probation terms, or amendments to working conditions.

Employers frequently consult lawyers on restructuring, collective redundancies, working time arrangements, data protection, and health and safety compliance to reduce risk and ensure procedures meet legal requirements.

For migrant workers, cross-border postings, or remote work from another country, legal advice can clarify visa, tax, and social insurance implications.

Local Laws Overview

Employment contracts and forms of work: The default form is an open-ended employment contract. Fixed-term contracts are permitted for objective reasons and are subject to statutory duration limits. Probation is common and usually up to three months for most roles, with longer maximums possible for certain positions under the Labour Code. Any significant changes to essential terms such as pay, role, or place of work generally require employee consent and a written amendment.

Working time and rest: Normal working time is typically eight hours per day and 40 hours per week. Daily and weekly rest standards apply, including minimum uninterrupted daily rest and weekly rest periods. Night work and shift work are regulated. Overtime is restricted, usually requires employee consent, and must be paid with a premium or compensated with time off according to the Labour Code and any applicable collective agreement.

Pay and minimum wage: Lithuania sets a national monthly and hourly minimum wage by Government resolution. Employers must pay at least the minimum and provide clear pay information. Work on public holidays, at night, or overtime attracts higher pay rates under the Labour Code.

Leave and public holidays: Employees are entitled to paid annual leave of at least 20 working days for a five-day workweek or at least 24 working days for a six-day workweek. Certain groups may receive additional leave, for example for long service, hazardous work, or specific family circumstances. Lithuania recognises state holidays that are days off. If work is performed on a public holiday, premium pay applies.

Sick leave and health coverage: Short-term sickness is typically covered by the employer for the first two calendar days at a rate set within legal limits, followed by payments from the State Social Insurance Fund Board Sodra starting from day three at a statutory percentage of the compensable wage. A medical certificate is required. Work accidents and occupational diseases are subject to special procedures and benefits.

Family-related leave: Maternity, paternity, and parental leave are available and supported by social insurance benefits administered by Sodra. Parents can usually choose between different benefit options and durations. Employees with caregiving responsibilities have enhanced rights to request flexible work.

Termination and severance: Dismissal is lawful only on grounds provided by the Labour Code, such as redundancy, lack of performance, disciplinary reasons, or liquidation. Employers must follow set procedures, provide written notice, consult where required, and pay severance for non-fault dismissals according to tenure and legal rules. Certain employees enjoy special protection, including pregnant employees, employees on parental leave, and employee representatives. Unused annual leave must be compensated on termination.

Equality and dignity at work: Discrimination and harassment, including sexual harassment, are prohibited on grounds such as sex, race, nationality, language, origin, social status, religion, belief, disability, sexual orientation, age, and other protected characteristics. Employers have duties to prevent harassment and to ensure equal pay for equal or equivalent work.

Occupational safety and health: Employers must ensure a safe and healthy workplace, conduct risk assessments, provide training and personal protective equipment, and investigate incidents. The State Labour Inspectorate can inspect workplaces and impose remedies or sanctions.

Data protection and privacy: Processing of employee personal data must comply with the General Data Protection Regulation and national data protection rules. Employees have rights to information and access to their personal data held by the employer. Monitoring of employees must follow legality, necessity, and proportionality principles.

Post-employment restrictions: Non-compete and non-solicitation clauses are allowed only within strict limits. They must be in writing, time-limited, necessary to protect legitimate interests, and include adequate compensation for the employee. Overly broad restrictions are unenforceable.

Collective relations: Trade unions, works councils, and collective agreements play a role in improving working conditions. Collective redundancies trigger additional consultation and notification duties.

Disputes and enforcement in Marijampolė: Individual employment disputes usually go first to the Labour Disputes Commission operating under the State Labour Inspectorate. The deadlines to apply are short, often one month for dismissal disputes and three months for most other claims, counted from when you learned about the violation. Decisions can be challenged in court. Labour inspectors also handle safety and certain wage violations. Courts in the Marijampolė region hear appeals and complex cases under national procedural rules.

Frequently Asked Questions

What should my employment contract include?

It should clearly state the parties, job title and duties, place of work, working time, wage and payment period, start date, probation if any, applicable collective agreement if any, and other essential conditions such as confidentiality or non-compete. Any special terms, for example remote work or variable schedules, should be set out in writing.

How much annual leave am I entitled to?

At least 20 working days per year for a five-day week or at least 24 working days for a six-day week. Certain employees may qualify for additional days under the Labour Code or a collective agreement. Leave accrues with service and scheduling should be agreed with the employer, taking into account both parties needs.

How is overtime paid?

Overtime generally requires consent and is subject to limits. When overtime occurs, it must be remunerated at a higher rate than regular hours or compensated with time off as provided by the Labour Code and any applicable collective agreement. Work at night, on rest days, and on public holidays also attracts premium rates.

What is the minimum wage and how is it set?

Lithuania sets national monthly and hourly minimum wage amounts by Government decision after consultation with social partners. Employers in Marijampolė must pay at least the current national minimum. Check your payslip to confirm your hourly or monthly rate meets or exceeds this threshold.

Can my employer change my working hours or pay without consent?

Essential terms such as pay, core working hours, job function, or place of work cannot be changed unilaterally except in specific situations allowed by law. Employers should consult, provide written notice, and obtain consent for amendments. If operational changes are needed, there are procedures for offering amendments or, as a last resort, termination with notice and severance where permitted.

I think I was unfairly dismissed. What should I do?

Act quickly. Keep the dismissal notice, settlement documents, and all communications. Write down dates and reasons given. You typically must apply to the Labour Disputes Commission within short deadlines, often one month for dismissal disputes. A lawyer can help you seek reinstatement, compensation, unpaid wages, and other remedies, or negotiate a settlement.

What protections exist against discrimination and harassment?

Employers must ensure equal treatment and a safe work environment. Discrimination and harassment, including sexual harassment, are forbidden. You can raise an internal complaint, report to the State Labour Inspectorate, or seek help from the Office of the Equal Opportunities Ombudsperson. Keep evidence such as messages, emails, or witness accounts.

How does sick leave pay work?

With a medical certificate, the employer usually pays for the first two calendar days at a rate within legal limits. From day three, Sodra pays a statutory percentage of your compensable wage. Report illness promptly and follow your employer’s procedures for providing documentation.

Are non-compete clauses enforceable?

Yes, but only if they are necessary to protect legitimate business interests, are clearly defined, time-limited, and include adequate monthly compensation during the restriction. Overbroad or uncompensated non-competes are likely unenforceable. Seek legal advice before agreeing to or contesting such clauses.

What if my employer is not paying me on time?

Document missed or late payments and communicate in writing with payroll or HR. You can apply to the Labour Disputes Commission for unpaid wages, premium pay, and statutory interest. The State Labour Inspectorate may also investigate wage violations and order corrective measures.

Additional Resources

State Labour Inspectorate of the Republic of Lithuania VDI. Investigates workplace safety and certain employment law breaches, runs the Labour Disputes Commission, and issues guidance. Regional divisions serve Marijampolė.

Labour Disputes Commission Darbo ginčų komisija. Mandatory first instance for most individual employment disputes such as dismissals and wage claims. Short filing deadlines apply.

State Social Insurance Fund Board Sodra. Administers sickness, maternity, paternity, and parental benefits, as well as work accident insurance and related payments.

Office of the Equal Opportunities Ombudsperson. Handles discrimination and harassment complaints and provides recommendations to employers and employees.

Employment Service under the Ministry of Social Security and Labour. Provides job placement, unemployment support, and training services for jobseekers and employers.

State Guaranteed Legal Aid Service. Offers free or subsidised legal aid for eligible individuals based on income and case criteria.

Lithuanian Bar Association. Directory of licensed attorneys and guidance on selecting a lawyer experienced in employment law.

Trade unions and works councils in your sector or company. Can assist with collective bargaining issues, representation, and internal conflict resolution.

Next Steps

Write down a clear timeline. Note key dates such as warnings, meetings, medical certificates, dismissal notices, and wage payment dates. Deadlines to file with the Labour Disputes Commission are short, so act promptly.

Collect evidence. Keep contracts, addenda, payslips, time sheets, performance reviews, medical notes, messages, emails, and witness details. Store copies outside your work systems if possible.

Raise concerns internally. Use your employer’s grievance or ethics process to report issues. Escalate through HR or management. Document every step.

Seek external help. Contact the State Labour Inspectorate for guidance or inspection requests. For individual disputes, prepare and file an application to the Labour Disputes Commission within the applicable deadline.

Consult a lawyer. A local employment lawyer can assess your case, draft claims, represent you before the Labour Disputes Commission or court, and negotiate settlements. Ask about fees, timelines, and likely outcomes.

Protect your income and status. If terminated, register with the Employment Service for support and potential benefits. Check eligibility for Sodra benefits or long-term service payments, where applicable.

Consider alternative resolution. Mediation or negotiated separation agreements may resolve disputes efficiently while protecting your rights.

Mind confidentiality and data. Do not take proprietary data when leaving employment. You are still entitled to copies of your own employment documents and payslips.

Check for legal aid. If you cannot afford a lawyer, contact the State Guaranteed Legal Aid Service to see if you qualify for assistance.

Note. This guide provides general information, not legal advice. Laws change and specific facts matter. For personalised advice in Marijampolė, consult a qualified employment lawyer or the competent authorities.