Best Sexual Harassment Lawyers in Ukmerge

About Sexual Harassment Law in Ukmerge, Republic of Lithuania

Sexual harassment is prohibited across Lithuania, including in Ukmerge. It is treated as a violation of a person’s dignity and a form of discrimination. The concept covers any unwanted verbal, non-verbal, or physical conduct of a sexual nature that has the purpose or effect of violating a person’s dignity, particularly when it creates an intimidating, hostile, degrading, humiliating, or offensive environment.

Several legal frameworks apply. In the workplace, the Labour Code and the Law on Equal Treatment prohibit sexual harassment and impose prevention duties on employers. Outside employment, the Law on Equal Treatment prohibits sexual harassment in education, access to goods and services, and other public spheres. In serious cases or when conduct involves coercion or other criminal elements, the Criminal Code may apply. National rules apply uniformly, but you can seek help locally from Ukmerge based police, social services, and legal professionals.

Why You May Need a Lawyer

A lawyer can help you understand your rights, evaluate the strength of your case, and choose the best path to resolution. Common situations include workplace harassment by a colleague or supervisor, harassment in educational settings, harassment by a landlord or service provider, online sexual harassment that spills into work or school, and retaliation after reporting misconduct. A lawyer can guide you through internal company procedures, complaints to the Equal Opportunities Ombudsperson, applications to the Labour Disputes Commission, civil claims for damages, and criminal reports to the police. Legal counsel can also help preserve evidence, protect your confidentiality, negotiate settlements, and represent you in hearings and court.

Local Laws Overview

Definition and scope: Sexual harassment is any unwanted conduct of a sexual nature that violates dignity or creates a hostile environment. It can be verbal, non-verbal, written, digital, or physical. A single severe incident or a pattern of conduct can qualify.

Workplace protections: Employers must ensure a safe and respectful work environment, adopt anti-harassment policies, provide training, and promptly investigate complaints. Employees have the right to report harassment, request protective measures during an investigation, and be free from retaliation. If harassment occurs, the employer should take corrective action, which can include discipline of the harasser and measures to protect the victim. Employees may seek compensation for material and non-material damage.

Equal treatment beyond employment: The Law on Equal Treatment prohibits sexual harassment in access to education, healthcare, housing, and services. Victims can complain to the Equal Opportunities Ombudsperson, pursue a civil claim for damages, or both.

Administrative and civil routes: Many employment related claims, including disputes about harassment, damages, or retaliation, can be brought to the Labour Disputes Commission operating under the State Labour Inspectorate. Civil courts can award compensation for non-material harm and order the cessation of unlawful acts.

Criminal law: Certain conduct that involves coercion, threats, repeated stalking type behaviour, or sexual acts without consent may be prosecuted under the Criminal Code. The police and prosecutors can initiate investigations and request protective measures, such as no-contact obligations, where applicable.

Retaliation is prohibited: It is unlawful to penalise or threaten someone for reporting harassment or participating in an investigation. Retaliation can itself lead to liability.

Minors and vulnerable persons: Additional safeguards apply to children and vulnerable adults. Professionals may have reporting obligations. Child protection authorities can be involved where needed.

Evidence and confidentiality: Keep messages, emails, call logs, photos, social media posts, and notes of incidents. Identify witnesses and save any internal reports. You have data protection rights regarding the handling of your personal data during investigations.

Time limits: Deadlines vary by procedure. Employment disputes often have short filing periods with the Labour Disputes Commission. Civil claims for damages generally have limitation periods measured in years. Criminal limitation periods depend on the seriousness of the offence. Act promptly and seek legal advice early to avoid missing deadlines.

Frequently Asked Questions

What counts as sexual harassment in Lithuania?

Unwanted conduct of a sexual nature that violates dignity or creates a hostile environment. Examples include sexual comments or jokes, sending sexual images or messages, unwanted touching, coercive invitations, or repeated propositions after a clear refusal.

Is sexual harassment a crime?

It can be, depending on the conduct. Some behaviour will be addressed through employment or equal treatment proceedings, while coercive or assaultive conduct can fall under the Criminal Code. A lawyer can assess whether administrative, civil, or criminal action is most appropriate.

What should I do immediately after an incident?

If you are in danger, contact emergency services. Seek medical or psychological support if needed. Record what happened, save evidence, and consider reporting the incident to your employer or the relevant institution. Early legal advice can help you choose the right steps.

How do I report workplace sexual harassment?

Follow your employer’s policy by reporting to a designated manager, human resources, or a whistleblowing channel. You can also seek help from the State Labour Inspectorate and file a claim with the Labour Disputes Commission. In severe cases, report to the police.

Can I report harassment outside the workplace?

Yes. You can file a complaint with the Equal Opportunities Ombudsperson for harassment in education, services, or public settings, and you can bring a civil claim for damages. If the conduct is criminal, report it to the police.

What if the harasser is my boss or a key client?

You still have the right to report. Employers must provide safe channels and protect you from retaliation. If internal reporting feels unsafe, speak with a lawyer, your trade union or works council if available, or report to external bodies such as the Labour Inspectorate, the Ombudsperson, or the police.

What protection do I have against retaliation?

Retaliation for reporting or cooperating in an investigation is prohibited. Retaliatory actions can be challenged through the Labour Disputes Commission, civil courts, or the Ombudsperson, and they can lead to compensation and orders to stop the retaliation.

What evidence is helpful?

Contemporaneous notes, emails, messages, call logs, photos, recordings where lawfully made, social media content, access logs, and witness statements. Keep originals and backups. Avoid altering or deleting anything.

How long will a case take?

Timeframes vary. Internal employer investigations can take weeks. Labour Disputes Commission proceedings usually conclude faster than court cases. Ombudsperson investigations and civil litigation may take several months or longer. Criminal cases depend on complexity and evidence.

What remedies can I get?

Possible outcomes include stopping the harassment, disciplinary action against the harasser, changes to working conditions, reinstatement if you left your job due to harassment, and compensation for material and non-material harm. Criminal cases can result in penalties for the offender and protective measures for you.

Additional Resources

Equal Opportunities Ombudsperson Office - investigates sexual harassment and discrimination complaints, can issue findings and recommendations.

State Labour Inspectorate and Labour Disputes Commission - provides guidance on labour rights and resolves individual employment disputes, including harassment and retaliation claims.

Police and Prosecution Service - receives criminal reports, conducts investigations, and can seek protective measures.

State Guaranteed Legal Aid Service - provides free or subsidised legal assistance for eligible persons.

Specialised Assistance Centres for victims of sexual or domestic violence - offers crisis counselling, safety planning, and support through legal processes.

Ukmerge District Municipality social services - can help with local support, referrals, and practical assistance.

Child Rights Protection and Adoption Service - for cases involving minors, provides protection and coordinates services.

Trade unions and works councils - can assist with internal reporting, representation, and workplace solutions.

Next Steps

Ensure your safety. If you are at risk, contact emergency services. Seek medical and psychological support if needed.

Document everything. Write down what happened, save messages and emails, identify witnesses, and keep a timeline of events.

Review internal options. If it is a workplace matter, check your employer’s policy and consider filing a formal complaint. Request interim measures such as schedule changes, no-contact instructions, or remote work where appropriate.

Consult a lawyer. Bring your evidence, employment documents, and any prior complaints. Discuss strategy, potential claims, deadlines, and confidentiality concerns.

Choose the forum. Depending on your situation, your lawyer may advise filing with the Labour Disputes Commission, making a complaint to the Equal Opportunities Ombudsperson, filing a civil claim, or reporting to the police.

Protect yourself from retaliation. Keep records of any adverse treatment after you report and inform your lawyer immediately if it happens.

Follow through and seek support. Legal processes can be stressful. Use local support services, keep in contact with your lawyer, and attend all meetings and hearings as advised.