LithuaniaWorking hours regulations and labor laws in Lithuania are clearly codified, and it is particularly important for those hiring local employees from abroad. By familiarizing yourself with Lithuania’s work hours regulations, you can maintain compliance with legal requirements, minimize the risk of penalties, and create a positive organizational culture.
This guide will provide you with key insights into the working hours landscape in Lithuania, ensuring that you are well-prepared to manage your workforce effectively.
Standard working hours in Lithuania
In Lithuania, the standard full-time working hours are capped at 40 hours per week, typically spread across five days, from Monday to Friday. This aligns with the international standards set by the European Union.
The usual office hours generally start at 8 AM and conclude at 5 PM, incorporating a one-hour unpaid lunch break. However, some sectors, like retail and hospitality, may have different hours. In these industries, shifts can begin as early as 7 AM and extend later into the evening, depending on the business needs.
For part-time employees, working hours fall below the standard 40 hours per week, with specific schedules clearly outlined in their employment contracts.
Overtime regulations
The Lithuanian Labor Code outlines overtime regulations. Any hours worked beyond the standard 40-hour workweek are considered overtime, and employees are entitled to receive 150% of their regular hourly wage for extra hours. Generally, overtime is limited to two hours per day and a maximum of eight hours per week, unless exceptional circumstances warrant an extension.
Employers must secure consent from employees before requiring them to work overtime. It is essential to discuss and agree upon these requests in advance. Employees also have the right to decline excessive overtime demands.
Flexible working arrangements
In Lithuania, employees have the right to request flexible working arrangements under specific conditions. Workers who have been employed with the same organization for at least six months can seek changes to their working hours, patterns, or locations to better balance their personal and professional lives.
Eligible employees include parents, caregivers, individuals with disabilities, and those over 55 years of age. Employees caring for sick family members or those experiencing domestic violence may also qualify for flexible options.
Additionally, employers and employees can enter into individual agreements or collective agreements to modify working hours when it serves the best interest of the employee.
Breaks and rest periods
Employees who work more than six hours a day are entitled to a minimum of a 30-minute unpaid meal break, which is usually scheduled during the workday to give employees a chance to rest and rejuvenate.
Additionally, employees are guaranteed a minimum rest period of 11 hours between shifts, which promotes their well-being and allows for adequate recovery.
Employees must receive at least 24 consecutive hours of rest over a week, typically taken during the weekend. While these regulations set the minimum standards, employers and employees have the flexibility to negotiate alternative arrangements, provided they adhere to established labor laws.
Night work and shift work
Night work is defined as any work performed between 10 PM and 6 AM. Employees engaged in night shifts are generally entitled to additional compensation, typically an extra 20% of their regular hourly wage unless otherwise stated in their employment contracts.
The Labor Code provides guidelines for night work, but specific premiums can also be determined through collective bargaining agreements. This means that while the law sets a baseline, compensation for night shifts may vary depending on negotiations between employers and employees.
Shift work, in general, must be organized to adhere to legal regulations regarding rest periods and maximum working hours, ensuring employee health and safety.
Part-time and minor employment
Specific arrangements for part-time work may vary depending on the industry and any applicable collective agreements. Part-time employees typically work fewer than 40 hours per week. Their schedules are often consistent, providing predictability for both employees and employers.
Lithuania has clear regulations regarding the employment of minors. The minimum age for employment is 16 years. Young individuals aged 16 to 17 can work up to 40 hours per week, but their working hours are restricted to ensure that their education remains a priority.
Minors are not permitted to work more than 8 hours a day and cannot work during school hours. Employers are responsible for ensuring that minors receive the necessary protections to safeguard their health and well-being in the workplace. This focus on the welfare of young employees helps promote a safe and supportive working environment.
Compliance and penalties
Employers in Lithuania are required to maintain accurate records of employee working hours, including overtime, for at least five years and be made accessible for inspection by labor authorities. Non-compliance with record-keeping obligations can result in substantial fines, with penalties ranging from €300 to €5,000 per offense.
Additionally, employers must respect employees’ right to disconnect from work communications outside of regular working hours. This means employees should not feel pressured to respond to work-related messages or calls during their off time, protecting their right to personal time without fear of consequences.
Cultural considerations
Lithuanians strongly emphasize work–life balance, generally working up to 40 hours per week. They appreciate flexible work arrangements that accommodate personal and family obligations, reflecting the importance of family in Lithuanian culture. Also, the country’s diverse workforce includes individuals from various cultural backgrounds, each contributing unique perspectives on working hours, breaks, and the importance of time off.
Acknowledging and integrating these cultural nuances can enhance employee satisfaction and promote a more inclusive workplace environment.
Get started with Multiplier’s Employer of Record (EOR) services
Multiplier simplifies the process of hiring and managing employees in Lithuania. With our global Employer of Record (EOR) platform, you can recruit talent in Lithuania without the need to establish a local entity. We handle all HR responsibilities, including compliant contracts, payroll, labor regulations, and benefits administration.
With Multiplier, you can concentrate on expanding your business and building your team in Lithuania while ensuring compliance with local labor laws.
Schedule a demo with Multiplier’s experts today to learn how we can assist you in growing your team in Lithuania.
