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Annual and sick leave in Lithuania
Maternity, paternity, and parental leave in Lithuania
Adoption leave in Lithuania
Other leave types in Lithuania
Public holidays in Lithuania
Run your business compliantly in Lithuania
Leave and time off in Lithuania
Managing leave and time off in Lithuania is a key responsibility for employers aiming to maintain compliance and support employee well-being. Lithuania offers a comprehensive range of leave types that cover various employee needs, including annual leave, sick leave, parental leave, and other specialised time off options.
Employees in Lithuania are entitled to a minimum of 20 working days of paid annual leave, which increases for those working a six-day week. Additional leave days may be granted based on personal circumstances, such as raising children or having a disability. Employers should ensure that unused leave can be carried over, often at the employee’s request, and that the average salary during leave periods is calculated correctly to comply with regulations.
Sick leave in Lithuania includes a system where the employer covers the first two days of illness, usually paying between 62.06% and 100% of the employee’s salary. From the third day onward, the National Social Insurance Fund (SODRA) provides sick pay at a minimum of 62.06% of regular earnings. It is important for employers to have clear policies for managing sick leave and to understand the related payroll requirements.
Parental leave provisions, including maternity, paternity, and adoption leave, offer paid time off to support new parents. The leave durations and pay rates vary but typically provide financial support through social security benefits, ensuring employees can focus on their family during these crucial times.
Beyond statutory entitlements, Lithuania also recognises other leave types such as unpaid leave, carer’s leave, bereavement leave, and study leave, giving employers flexibility to accommodate diverse workforce needs.
Understanding paid time off Lithuania policies helps employers build fair, competitive workplaces that respect employee rights while balancing operational needs. Staying informed about these regulations ensures compliance and fosters a positive working environment.
Annual and sick leave in Lithuania
Managing employee leave in Lithuania requires careful attention to both statutory minimums and administrative best practices. From annual leave entitlements to how sick leave in Lithuania is paid out, employers should ensure policies are both compliant and competitive.
Annual leave in Lithuania
In Lithuania, employees working a standard five-day week are entitled to at least 20 working days of paid annual leave. Those on a six-day schedule are entitled to 24 working days. Employees become eligible for full leave entitlements after six months of continuous employment.
Annual leave may be taken in parts, but one uninterrupted segment must last at least 10 working days (or 12 for six-day schedules). Any unused annual leave can generally be carried over into the following year upon request.
Employees in certain categories, such as single parents with young children, employees with disabilities, or those under 18, may qualify for additional paid leave. Employees also accrue extra leave based on tenure: three additional days after ten years of service, and one extra day every five years thereafter.
The pay rate during annual leave is calculated based on the employee’s average wage over the previous three calendar months, ensuring a consistent earnings experience during time off.
Sick leave in Lithuania
Sick leave in Lithuania is governed by a split-payment structure. For the first two days of illness, the employer pays between 62.06% and 100% of the employee’s usual salary, depending on internal policy or employment agreement.
From the third day onwards, compensation is paid by SODRA, Lithuania’s National Social Insurance Fund. The standard rate is 62.06% of the employee’s regular salary, although employers may choose to top up this amount if desired.
In Lithuania, sick leave maximum policies include provisions for those taking time off to care for dependents. In such cases, SODRA pays 65.94% of the employee’s average salary, again covering only the working days.
For employers, timely reporting and coordination with SODRA are crucial to ensure employees receive the appropriate support. Clear internal procedures can also help streamline sick leave requests and reduce administrative delays.
Maternity, paternity, and parental leave in Lithuania
Navigating family leave policies is important for employers in Lithuania to support their workforce while remaining compliant with local laws. Lithuania offers structured maternity, paternity, and parental leave entitlements that provide financial and job security for new parents.
Maternity leave in Lithuania
Employees are entitled to 126 calendar days of paid maternity leave in Lithuania. This leave is compensated through the social security system (SODRA) if the employee qualifies. The maternity benefit equals 77.58% of the employee’s usual salary. However, the minimum monthly benefit cannot be less than 242 EUR, calculated based on six basic social insurance benefits applicable during the quarter before the benefit starts. In cases of multiple or complicated births, employees are granted an additional two weeks of leave.
Paternity leave in Lithuania
Fathers or parents can take up to 30 days of paternity leave in Lithuania, which must be used within the first three months after the child’s birth. This leave can be split into up to two parts. Eligible fathers receive the same social security compensation as maternity leave, paid at 77.58% of their regular earnings.
Parental leave in Lithuania
Parental leave in Lithuania allows each parent a two-month non-transferable paid childcare leave period. Beyond this, the remaining parental leave may be shared flexibly between parents based on the family’s preferences. This leave begins at the conclusion of maternity leave and continues until the child’s first birthday, paid at 77.58% of the employee’s salary.
Parents can extend parental leave until the child reaches two years, with a reduced pay rate: 54.31% during the first year and 31.02% in the second year. A third year of parental leave is available but unpaid. Parental leave benefits are administered by SODRA.
It is important to note that the partner of the birth mother in same-sex couples is not eligible for parental leave. In adoption cases, parental leave may last up to two years.
Adoption leave in Lithuania
Employers in Lithuania should be aware of specific leave entitlements and support mechanisms available to adoptive parents under Lithuanian law. Adoption leave ensures that employees raising adopted children receive adequate time off and flexibility to balance work and family responsibilities.
Lithuania’s adoption laws
Lithuanian labour law provides adoptive parents with rights comparable to those of biological parents, including access to adoption leave. This leave is part of broader childcare leave arrangements designed to support families.
Parents raising adopted children are entitled to additional childcare leave under several scenarios, including:
- Employees with one child under 12 years old can take one additional day off every three months or reduce their working time by eight hours over three months.
- If raising a disabled child under 18, the entitlement increases to one additional day off per month or a reduction of two hours per week.
- For employees with two children under 12, they may receive one extra day off per month or reduce working hours by two per week.
- Where one or both of two children under 12 are disabled, two additional days off per month or four fewer working hours weekly are granted.
- Employees with three or more children under 12 are entitled to two days off monthly or a four-hour reduction in weekly working time.
- Those raising children under 14 who are enrolled in pre-school, primary, or basic education may be entitled to half of the working days off in the first academic year.
Employees must submit a leave request each time they wish to use this entitlement. The initial request requires submission of the child’s birth certificate or equivalent documentation. If these days are not used within the designated time frame, the entitlement is forfeited. Payment for adoption-related leave is based on the employee’s average salary.
Best practices when employing adoptive parents in Lithuania
Employers should proactively inform adoptive employees about their rights concerning adoption leave in Lithuania and accommodate flexible working arrangements when necessary. Clear communication and timely processing of leave requests foster a supportive environment, helping retain valuable staff.
Maintaining accurate records of leave and relevant documentation is critical for compliance. It is advisable for employers to establish policies that reflect legal obligations and support the unique needs of adoptive parents.
Employers may also consider integrating adoption leave policies within broader family-friendly workplace initiatives, including flexible hours and remote work options, to enhance employee satisfaction and productivity.
Other leave types in Lithuania
Employers in Lithuania should be familiar with a variety of leave options beyond the standard annual and parental leave. These additional leave types provide flexibility for employees facing personal, educational, or caregiving responsibilities, contributing to a supportive and balanced workplace.
Unpaid leave in Lithuania
Employees may request unpaid leave in Lithuania for diverse personal or professional reasons. Granting such leave is generally at the discretion of the employer and should be clearly outlined in the employment contract or company policy. Unpaid leave allows employees to take extended time off without pay while maintaining their employment status, which can be particularly useful in exceptional circumstances or for pursuing opportunities outside of work.
Carer’s leave in Lithuania
For employees with caregiving responsibilities, carer’s leave in Lithuania offers necessary time to care for family members who may be ill or otherwise require support. This leave type recognises the challenges faced by carers balancing work and family needs. Employers should ensure clear procedures exist for requesting and approving this leave, fostering understanding and support within the workplace.
Bereavement leave in Lithuania
In the event of a family member’s death, employees are entitled to bereavement leave in Lithuania, providing three days of unpaid leave. This period allows employees to manage personal affairs and mourn without the pressure of work obligations. Although unpaid, some employers may choose to offer paid bereavement leave as part of their benefits package to support employee well-being.
More leave types in Lithuania
Beyond these, other leave options include:
- Study leave: Employees may take up to 30 days annually for academic or professional development. Whether this leave is paid or unpaid depends on company agreements.
- Leave for urgent family reasons (force majeure): Short notice leave to address unexpected family emergencies.
- Creative or scientific leave: Up to 12 months of leave granted for employees engaged in creative or scientific projects.
- Parental leave for educational support: Additional leave (paid or unpaid) to assist parents in supporting their children’s education.
- Additional leave for disabled employees: Extra leave allowances to help disabled employees manage health-related needs.
Employers are encouraged to maintain transparent policies regarding these other leave types in Lithuania options to ensure fair and consistent application. Flexibility and communication around leave contribute to employee satisfaction and retention.
Public holidays in Lithuania
For employers operating in Lithuania, recognising and planning for public holidays in Lithuania is a vital part of workforce management. These holidays not only affect scheduling but also have implications for employee pay and workplace compliance.
How many public holidays are in Lithuania?
Lithuania observes 15 official public holidays each year. These holidays include both national celebrations and religious observances, reflecting the country’s rich cultural heritage. For 2025, key dates include:
1 January
New Year’s Day
16 Feb
Independence Day
11 Mar
Independence Restoration Day
20 Apr
Easter Sunday
21 Apr
Easter Monday
1 May
Labour Day
4 May
Mother's Day
1 Jun
Father's Day
24 Jun
St John's Day
6 Jul
King Mindaugas' Day
15 Aug
Assumption Day
1 Nov
ll Saints' Day
2 Nov
All Souls' Day
24 Dec
Christmas Eve
25 Dec
Christmas Day
26 Dec
2nd Day of Christmas
This 2025 list gives employers a clear framework for planning operations throughout the year. Some holidays, such as Easter and Christmas, are movable and may change dates annually, so staying updated is important.
Things to remember for employers during public holidays in Lithuania
During these official public holidays in Lithuania, employees are generally entitled to a day off with regular pay. If work is required on a public holiday, employers must follow local labour laws regarding compensation, which often include premium pay or compensatory leave.
Employers should communicate holiday schedules clearly and plan workload and staffing to minimise disruption. Additionally, some sectors may have exceptions where work during public holidays is necessary, such as healthcare or emergency services.
Awareness of public holiday entitlements helps employers maintain good employee relations and ensures compliance with Lithuanian labour regulations. It is also advisable to update internal policies regularly to reflect any changes in official holidays or relevant labour laws.
Run your business compliantly in Lithuania
As an employer in Lithuania, it is important to stay aligned with national labour laws and employee entitlements—particularly as regulations can evolve over time. Ensuring compliance while managing local expectations around leave and time off in Lithuania, compensation, and working conditions can be complex.
That is where CXC can help. Our Employer of Record (EoR) solution ensures your workforce arrangements meet all applicable Lithuanian labour laws, including paid time off requirements and statutory benefits. We help you navigate local obligations with confidence, minimising compliance risks while ensuring your employees receive the protections they are entitled to.
From onboarding to payroll, CXC simplifies every step of the employment lifecycle. Speak to our team to learn how we can support your growth in Lithuania.
Compliantly hire employees anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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