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• Unemployment social security - 1.31%
• Payments to fund - 0.16%
• Contribution to the long-term employment fund - 0.16%
• Social insurance against accidents at work and occupational diseases - 0.14%

Ces coûts sont des estimations et ne sont indiqués qu’à titre d’information. Pour comprendre le mode de calcul des coûts et frais inhérents aux termes d’un contrat de travail établi dans ce pays, n’hésitez pas à demander un devis à notre service commercial.

• An employee that has been ensured
• An employee that has been granted a paternity leave according to the procedure established by law
• Employees who, over the last 24 months before the first day of paternity leave, have got not less than 12 months of the social insurance record

• Employee insured elects to receive an allowance up until the child is one year old - 77.58% of the salary
• Employee elects to receive an allowance up until the child is two years old - 54.31% of salary for the first year, and 31.03% of the salary for the second year
• In the event of multiple births, the allowance varies with the number of children born, but the maximum is 77.58% of the salary

• Become temporarily incapacitated
• Are covered for sickness through social insurance
• Are absent from work and loses earnings because of illness
• Are insured and have a sickness social insurance record of at least three months in the previous 12 months, or six months in the previous 24 months
• Do not have the required sickness social insurance record because of studying up to the age of 26 or being in professional military service or a statutory civil servant
• Have submitted an application for benefits to the regional State Social Insurance Fund Board office not later than 12 months after the end of the illness

Un licenciement doit respecter des règles complexes et la procédure officielle du pays où travaille la personne concernée. Les conditions du départ sont toujours gérées par l’employeur avec les principales parties prenantes. La procédure peut inclure des frais ponctuels et certaines mesures (obligatoires ou recommandées) dans des cas spécifiques de licenciement.

Pour être conforme, la rupture d’un contrat de travail doit être motivée par :

• Du fait de l’employé
• D’un commun accord
• Unilaterally by the employer based on valid reasons or without any reason
  Probation period
  Objective grounds
  Disciplinary dismissal
  Performance due to unsuitability for the job
  Job function become superfluous due to change in organization structure

Notice will depend on the reason for termination and length of employment.

Termination of employment at the initiative of an employer through no fault of an employee:

• Standard notice: one month of notice period
• Less than one year of employment: two weeks notice
• Above notice periods are multiplied by three for:
  Employees raising a minor (also adopted) under the age of 14
  Employees raising a disabled child under the age of 18
  Disabled employees
  Employees who will be entitled to a retirement pension in two years

• Notice period of three days given to the employee
• Pregnant women, employees who are on maternity, paternity, or childcare leave cannot be dismissed on this legal basis

• Employee cannot set a shorter notice period for the employer
• The Labor Code enables the employer and the employee to agree that the employee will not work during the notice period, but will be paid for the entire notice period

• If the length of employment is above one year - two average monthly salaries
• If the length of employment is less than one year - 0.5 average monthly salary
• Additionally, the dismissed employee receives severance pay from a special state fund. The amount depends on the continuous duration of employment

• Minimum six average monthly salaries

• If the length of employment is above one year - two times the average remuneration
• If the length of employment is less than one year - one average remuneration

Pour vous prémunir des risques financiers imprévus liés à un licenciement, Deel prévoit un cumul d’indemnités de départ dans tous les contrats de travail pour ce pays.  Deel possède une grande expérience de la gestion des risques de litige à l’international, et nous calculons le cumul d’indemnités de départ en fonction du droit commun ou des dispositions légales et des meilleures pratiques locales. Si votre employé démissionne ou n’a pas droit à une indemnité de départ, les montants réservés en vertu du contrat et inutilisés vous sont remboursés.

Lithuania celebrates 15 national holidays. National public holidays include: 

1. Jour de l’An
2. Day of Restoration of the Lithuanian State 
3. Lithuanian Independence Restoration Day 
4. Dimanche de Pâques
5. Lundi de Pâques 
6. Fête du Travail
7. Mother's Day 
8. Father's Day
9. St. John’s day
10. Statehood day
11. Assomption
12. Toussaint
13. All Souls Day 
14. Christmas Eve
15. Noël

• Nom
• Date de début
• Durée de l’emploi
• Période d’essai
• Working hours
• Annual leave
• Description du poste
• Conditions de rupture de contrat