The right to work is one of the fundamental human rights that is enforced by the Constitution of the Republic of Lithuania. An employee is an individual with legal capacity. Legal capacity refers to a person’s ability to have the rights and duties. It is a permanent and necessary to each individual state. Foreign citizens and persons without citizenship, permanent residents of the Republic of Lithuania, have the same legal capacity as all citizens of Lithuania.
Employee acceptance
Persons entitled to work by directly entering into employment contracts with their employers or through employment agencies. Recruitment is a system of legal, economic, social and organizational measures which are provided by the state, municipal, or other enterprises, institutions, organizations, help to create an employment contract. Employment mediation services free of charge to the Lithuanian Labour Exchange of Social Security and Labour. Mediate the recruitment to other companies, institutions, organizations whose bylaws or instruments referred to in this activity.
Necessary documents when employing a person:
- Identity card and state social insurance certificate;
- Any other document (educational proof, etc.) requested by employer.
The employment contract
An employment contract is one of the most important labor law institutes in the Lithuanian labor law system. The institute combines the law governing the contract award, modification and termination, ie staff recruitment, working conditions change and redundancy.
Employment agreement states:
- determines the employee’s place of activity (work function – working in an occupation, profession, qualifications or duties);
- provides that an employee will obey the rules of procedure by the employer;
- states that contitions of work are assures employer.
Termination of employment contract
The employment contract ends:
- termination by mutual agreement;
- at maturity;
- The termination of an employee;
- termination due to circumstances beyond the employee;
- The termination of the employer when there is no fault of the employee;
- termination without notice;
- The employer’s bankruptcy;
- the liquidation of the employer without legal successor;
- The employee’s death.