Lithuania
Updated procedure for confirming employment termination when employer is unreachable or deceased
Impact date: 27 March 2025 The Chief State Labour Inspector of the Republic of Lithuania has amended the order regulating the termination of employment contracts in cases where the employer (a natural person) or their representatives cannot be located or are deceased. The amendment updates the VDI-DSPP-17 form used to certify employment termination and introduces a new service quality assessment questionnaire for this specific administrative process.
The changes aim is to improve the quality and transparency of the administrative service provided when employees must officially confirm the end of an employment relationship under these exceptional circumstances.
Employer implications/action needed Not applicable in most corporate employment settings.
Employer risk Not applicable in most corporate employment settings.
Mandatory electronic declaration for child-related organizations
Impact date: Declaration period from 15 April to 15 May 2025 From 15 April to 15 May 2025, all companies, institutions, and organizations working directly with children will be required to electronically submit a declaration confirming compliance with the Law on the Fundamentals of the Protection of the Rights of the Child. The declaration must be completed via the State Labour Inspectorate’s Electronic Services for Employers System (EPDS). Paper submissions will not be accepted.
The declaration confirms that employees with direct and regular contact with minors under 18 have no criminal convictions for sexual or other serious offences, or that any such convictions have been expunged or annulled as prescribed by law. Employers are also required to verify the validity of each employee’s legal code for working with children at least once per calendar year.
The information collected will be analyzed and published by 15 July 2025 on the Labour Inspectorate’s website. Employers who fail to submit the declaration on time will be referred to territorial departments of the Labour Inspectorate for administrative offence proceedings.
Employer implications/action needed Employers must ensure timely submission of the electronic declaration via EPDS and verify that all relevant staff meet legal requirements. Internal policies should be updated to include annual checks of legal clearance for child-related work.
Employer risk Failure to submit the declaration may result in administrative liability (fine of up to €5,000). Non-compliant organizations will be subject to enforcement measures by the territorial divisions of the State Labour Inspectorate.
Amendments to the procedure for providing labour market services
Impact date: 16 April 2025 The procedure governing the provision of labour market services to jobseekers and employers has been amended. A key change is the removal of the requirement to obtain a jobseeker’s consent for the transfer of their contact details to employment service providers. This aims to streamline job-matching processes and reduce administrative burden.
Additionally, several standard forms and annexes have been updated, including the application for follow-up support upon employment, the vacancy registration form, the jobseeker’s information sheet, and the jobseeker’s record card, among others.
Employer implications/action needed Employers working with public or private employment services may notice more efficient data exchange and faster candidate referrals. Forms used in cooperation with the Employment Service must be updated to the latest versions.
Employer risk Low, but employers continuing to use outdated forms or failing to process jobseeker data in accordance with the new procedure may encounter delays in service provision or administrative issues.
Extension of deadline for verifying legal QR codes for work with children
Impact date: Deadline extended to 1 September 2025 Amendments to the Law on the Fundamentals of the Protection of the Rights of the Child have extended the deadline for employers to verify the validity of QR codes confirming a person’s legal eligibility to work with children. Originally set for 30 April 2025, the deadline has now been postponed to 1 September 2025, giving employers and organizations more time to adapt to the new requirements.
As of 1 November 2024, individuals intending to work, volunteer, or provide services involving children must obtain a QR code confirming that they have no convictions for sexual, intentional serious, or particularly serious crimes. Employers, hosting organizations, and legal entities must ensure that such individuals possess a valid code before engaging them in any activity involving children.
Importantly, the postponed deadline applies only to current employees and persons already engaged in child-related activities. For new hires or newly engaged persons, the obligation to check the QR code remains in force at the moment of hiring or engagement.
Employer implications/action needed Employers must verify QR code validity for all existing staff involved in child-related work by the new deadline. For any new engagements, code verification remains mandatory prior to the commencement of activity. Internal onboarding and compliance procedures should be updated accordingly.
Employer risk Failure to verify the code may result in administrative penalties and reputational damage.
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