Best Sexual Harassment Lawyers in Marijampolė

About Sexual Harassment Law in Marijampolė, Republic of Lithuania

Sexual harassment is unlawful in Marijampolė and across the Republic of Lithuania. It is treated as a form of discrimination and a violation of personal dignity. Lithuanian law protects people in workplaces, educational institutions, public services, housing, and public spaces from unwanted conduct of a sexual nature that creates an intimidating, hostile, degrading, humiliating, or offensive environment. Severe conduct involving coercion or sexual violence may also trigger criminal liability.

Protection applies regardless of gender, age, nationality, sexual orientation, disability, or other characteristics. Employers, schools, and service providers have duties to prevent harassment, address complaints, and protect complainants from retaliation.

Why You May Need a Lawyer

A lawyer can help you understand your options, protect your privacy, and pursue the right path based on your goals. Common reasons to seek legal help include workplace harassment by a supervisor or coworker, harassment in educational settings by a teacher or classmate, harassment by a landlord or service provider, online sexual harassment, retaliation after complaining, and cross border situations when evidence or parties are outside Lithuania.

Legal counsel can assess whether conduct is likely to be civil discrimination, a labor dispute, an administrative offense, or a criminal matter. A lawyer can draft complaints to your employer, the Office of the Equal Opportunities Ombudsperson, the State Labour Inspectorate, or the police, gather and preserve evidence, negotiate remedies such as stopping the behavior, transfers, apologies, training, or compensation, and represent you in court or administrative proceedings.

Local Laws Overview

Equal treatment and anti discrimination framework. Lithuania prohibits sexual harassment under the Law on Equal Treatment and the Law on Equal Opportunities for Women and Men. Sexual harassment is defined as unwanted verbal, non verbal, or physical conduct of a sexual nature with the purpose or effect of violating the dignity of a person and creating an intimidating, hostile, degrading, humiliating, or offensive environment.

Labor protections. The Labour Code requires employers to ensure a safe and healthy work environment free from harassment, to investigate complaints promptly, and to protect employees from retaliation. Internal policies, training, and confidential complaint procedures are expected. Employees can seek remedies through internal processes, the State Labour Inspectorate, the Ombudsperson, or courts.

Burden of proof. In discrimination and harassment cases, once the complainant shows facts suggesting harassment, the burden may shift to the respondent to prove there was no violation. This follows EU equal treatment principles implemented in Lithuania.

Civil remedies. Victims can seek orders to stop the harassment, changes to the environment or policies, reinstatement or transfer when appropriate, and compensation for material and non material damage. The Equal Opportunities Ombudsperson can issue findings, require corrective measures, and recommend sanctions.

Administrative and criminal liability. Repeated or serious violations of equal opportunities obligations can lead to administrative fines. Conduct that involves sexual coercion, threats, or physical contact may amount to criminal offenses under the Criminal Code. Police and prosecutors can investigate and bring charges in such cases.

Education and services. Schools, universities, and service providers must prevent harassment and ensure effective complaint handling. Students and consumers have the right to learn and receive services in a harassment free environment.

Time limits. Deadlines vary by forum and claim type. Employment disputes and discrimination claims can have short filing periods. Civil claims for damages and administrative complaints have distinct limitation rules. Prompt action helps preserve your rights.

Frequently Asked Questions

What counts as sexual harassment under Lithuanian law

Unwanted conduct of a sexual nature that violates dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment can qualify. Examples include sexual comments, unwanted flirting, lewd messages, displaying sexual content, unwanted touching, or conditioning benefits on sexual favors. Context and severity matter.

Does the law protect me outside the workplace

Yes. Protection applies in education, access to goods and services, housing, and public spaces. Severe conduct may also be criminal regardless of the setting.

How do I report workplace sexual harassment in Marijampolė

Use your employer’s internal procedure if available. Report to HR or a designated manager in writing. If the employer does not act or you fear retaliation, contact the State Labour Inspectorate or the Office of the Equal Opportunities Ombudsperson. For threats, physical assault, or stalking, report to the police immediately.

Can my employer punish me for complaining

Retaliation is prohibited. Employers cannot discipline, demote, dismiss, or otherwise disadvantage you because you raised a good faith complaint or acted as a witness. Retaliation can itself lead to liability and additional remedies.

What evidence should I keep

Save messages, emails, social media posts, photos, and call logs. Write a dated account of each incident, noting what happened, where, who was present, and how you responded. Identify witnesses. Keep copies of complaints and responses. A lawyer can help secure and preserve evidence lawfully.

Should I go to the police or to the Ombudsperson

If there was physical assault, sexual coercion, threats, or stalking, contact the police. For non criminal harassment or broader discrimination issues, the Equal Opportunities Ombudsperson and the State Labour Inspectorate are appropriate. You can use more than one route, and a lawyer can coordinate the strategy.

What remedies are available

Possible outcomes include stopping the behavior, apologies, training, changes to schedules or seating, transfers, reinstatement, policy updates, and compensation for material and non material damages. Administrative fines and criminal penalties may apply to offenders or organizations that fail to comply with the law.

Can men be victims and can women be offenders

Yes. The law protects all persons and applies regardless of the genders of the victim or the harasser.

What if the harasser is a client, customer, or teacher

Organizations must still protect you. Employers and schools should take steps such as warning or excluding the offender, adjusting assignments, or increasing supervision. If they fail to act, they may be liable.

Do I need a lawyer and is legal aid available

You are not required to have a lawyer, but legal advice can improve outcomes. If you cannot afford a lawyer, you may qualify for state guaranteed legal aid based on income and case type. A local lawyer can also advise on settlement options and confidentiality.

Additional Resources

Office of the Equal Opportunities Ombudsperson. Independent national body that investigates discrimination and harassment complaints and can order corrective measures.

State Labour Inspectorate. Supervises labor relations and workplace safety in Marijampolė and nationwide and can inspect employers and address harassment related violations.

Police and Prosecutor’s Office in Marijampolė. For criminal conduct, threats, or urgent safety concerns. In emergencies call 112.

State Guaranteed Legal Aid Service. Provides primary and secondary legal aid to eligible individuals.

Marijampolė Municipality social services. Can assist with counseling, social support, and referrals to crisis centers.

Women’s Issues Information Centre and other Lithuanian human rights NGOs. Provide information, advocacy, and support to victims of harassment and violence.

Child Rights Protection and Adoption Service. For cases involving minors in schools or youth programs.

Medical and psychological support providers. Seek evaluation and support to document harm and aid recovery.

Next Steps

Ensure safety. If you feel unsafe, remove yourself from the situation, contact trusted people, and call 112 for emergencies.

Document everything. Write down incidents with dates, times, locations, and witnesses. Save all messages and related materials.

Use internal procedures. File a written complaint with your employer or school. Ask for confidentiality and interim protective measures such as changes in supervision or schedule.

Seek legal advice. Consult a lawyer who practices employment, discrimination, or criminal law in Marijampolė or nearby. Ask about deadlines and the best forum for your case.

Choose your reporting route. Depending on the conduct, consider contacting the Equal Opportunities Ombudsperson, the State Labour Inspectorate, or the police. You can pursue civil remedies even if criminal charges are not filed.

Care for your wellbeing. Consider counseling or medical care. Ask your lawyer how to document harm for potential compensation.

Preserve confidentiality. Avoid public posts that could identify you or expose you to defamation risks. Share details only with advisors or authorities you trust.

Review settlement options. Many cases resolve through corrective measures and compensation without a public trial. A lawyer can negotiate terms that protect you and ensure compliance.

Important note. This guide is general information only and not legal advice. Laws and procedures change, and deadlines can be short. Speak with a qualified lawyer about your specific situation.