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Hiring & Firing in Republic of Lithuania is regulated by the Labor Code, which outlines the rights and obligations of both employees and employers. It covers aspects such as hiring procedures, employment contracts, termination procedures, and employee rights.
You may need a lawyer for Hiring & Firing in Republic of Lithuania if you are facing issues such as wrongful termination, discrimination, or disputes related to employment contracts. A lawyer can provide guidance, legal advice, and representation to protect your rights in these situations.
Some key aspects of local laws related to Hiring & Firing in Republic of Lithuania include the requirement of written employment contracts, notice period for termination, severance pay, and legal grounds for dismissal. It is important to familiarize yourself with these laws to ensure compliance and protect your rights.
In Republic of Lithuania, an employer can terminate an employee without a valid reason only during the probation period. Outside of the probation period, a valid reason, such as employee misconduct or redundancy, is required for termination.
The notice period for termination in Republic of Lithuania depends on the length of the employee's service. It typically ranges from 2 weeks to 3 months, with longer notice periods for employees with longer service.
Severance pay is not required by law in Republic of Lithuania, unless it is specified in the employment contract or collective agreement. However, some employees may be entitled to severance pay based on their individual circumstances or industry practices.
Yes, an employee can challenge their termination in court if they believe it was wrongful or unlawful. A lawyer can help the employee gather evidence, prepare their case, and represent them in court to seek remedies for unfair termination.
Legal grounds for dismissal in Republic of Lithuania include employee misconduct, inability to perform job duties, redundancy, or violation of the employment contract. Employers must provide a valid reason for dismissal to comply with the law.
Terminating an employee for taking sick leave is considered unlawful discrimination in Republic of Lithuania. Employers are required to provide employees with sick leave entitlements and cannot penalize them for using these benefits.
Employers in Republic of Lithuania are required to comply with immigration laws and work permit requirements when hiring foreign employees. They must ensure that foreign employees have the legal right to work in the country before hiring them.
An employee can resign without notice in Republic of Lithuania only in exceptional circumstances, such as serious misconduct by the employer. In most cases, employees are required to provide notice to terminate their employment contract.
Employers must follow specific procedures for collective dismissals in Republic of Lithuania, such as consulting with employee representatives, providing advance notice to employees, and offering assistance in finding new employment. Failure to comply with these procedures may result in legal consequences for the employer.
An employer cannot change the terms of an employment contract unilaterally in Republic of Lithuania. Any changes to the contract must be agreed upon by both parties and documented in writing to be legally valid.
For more information on Hiring & Firing in Republic of Lithuania, you can refer to the State Labor Inspectorate, the Ministry of Social Security and Labor, and legal professionals specializing in employment law.
If you require legal assistance in Hiring & Firing in Republic of Lithuania, consider consulting with a local employment lawyer who can provide guidance, representation, and support in navigating the legal complexities of the labor market.
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Each profile includes a description of the firm's areas of practice, client reviews, team members and partners, year of establishment, spoken languages, office locations, contact information, social media presence, and any published articles or resources. Most firms on our platform speak English and are experienced in both local and international legal matters.
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Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
We disclaim all liability for actions taken or not taken based on the content of this page. If you believe any information is incorrect or outdated, please contact us, and we will review and update it where appropriate.
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