Lithuania
Is there any existing legal requirement to report on any gender pay gap?
An indirect requirement (see Q2 below).
If so, what are the requirement triggers?
In their regular information and consultation reports, companies with a minimum of 20 employees must inform the works council about salary changes, both those changes which have already occurred and anticipated changes. Although the law does not require companies to report on any gender pay gap, by law the works council is entitled to commence consultation within 5 working days of receipt of the information. During such consultation, the works council may potentially request specific information on any pay gap.
The gender pay gap can also be calculated based on information that can be obtained from a dedicated website of the State Social Insurance Fund (Sodra).
What frequency of reporting is required?
The report must be provided to the works council annually, by no later than by 1 April of each year.
Is the report required to be published externally?
No. However since 2021, Lithuania’s State Social Insurance System has been annually publishing company-level average wages by gender in an online public register of companies.
Is there a sanction for non-compliance with the duty to report?
N/A
Has Lithuania yet fully transposed the requirements of the Pay Transparency Directive? If yes, what was the implementation date and what is the name of the legislation?
No.
If the Pay Transparency Directive has not yet been transposed, what steps have been taken towards implementation?
Following consultation on a proposal for the implementation of the Directive, a draft amendment to the Lithuanian Labour Code has been registered, with the target date for implementation being 7 June 2026. That draft amendment is aimed at transposing the Directive and is generally aligned with the requirements of the Directive (with several secondary acts expected to further set reporting formats, procedures etc.). Certain measures required by the Directive are already/partly embedded in the Lithuanian Labour Code and other laws, such as mandatory disclosure of salary ranges in job advertisements and the prohibition on requesting salary history. Employers are also required to submit monthly information on employee wages and social security contributions to the State Social Insurance Fund Board, which, based on this data, publicly announces average salaries paid to men and women in undertakings with at least 8 employees (including at least 3 men and 3 women). This data can be accessed at: https://draudejai.sodra.lt/draudeju_viesi_duomenys/. Additional obligations for employers will be introduced under the new legislation, aligned with the Directive, including pay-gap reporting for companies with 100-249 employees every 3 years and annually for those with 250 or more employees, as well as corrective measures where unexplained gaps exceed 5%. Employers, regardless of the number of employees, will also be required to establish formal remuneration systems. Additional obligations will also follow.
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