Country guide
Pay transparency in Lithuania
What the EU Pay Transparency Directive means for employers in Lithuania, based on its national transposition — status, thresholds, the joint-assessment trigger, and where to file.
Lithuania transposed the Directive via Labour Code amendments (Law No. XV-969, adopted 21 May 2026). Commencement is SPLIT: most of the act is in force from 7 June 2026 (salary-history ban, right to disclose own pay, job-evaluation criteria, comparator scope), but Art. 2 (DK 23 — the monthly Sodra submission and the whole reporting regime) and Art. 17 (DK 148 — pay-information rights) commence 1 JANUARY 2027 (XV-969 Art. 23(1)–(2)). The deadline for aligning pay systems is 31 December 2026. The DK 148(4) worker right exists from 1 January 2027 but is GATED ON DATA THAT DOES NOT YET EXIST: XV-969 Art. 23(9) has employers, the State Labour Inspectorate and the Ombudsperson begin supplying those figures only after Sodra has first supplied them under DK 23(5), and Art. 23(5) puts that at 1 March 2028 for employers with 150 or more insured persons and 1 March 2031 for 100–149. A worker at a 200-person employer who asks in January 2027 has the right on the statute book and no figures behind it.
Lithuania has transposed the EU Pay Transparency Directive into national law. The obligations below are in force and follow that national statute, not the directive in the abstract.
Reporting duties apply by employer size: 150 to 249 employees, from 2028 · Every three years; 250 or more employees, from 2028 · Annual; 100 to 249 employees, from 2031 · Every three years. A mean pay gap of 5% or more in a role category triggers a joint pay assessment with worker representatives.
Figures are reported to the competent authority rather than published openly. Either way, the underlying work is the same: establish work of equal value through gender-neutral job evaluation, produce the statutory pay-gap report in the national format, and run a joint assessment where the gap is too wide.
Obligations at a glance
| Reporting threshold |
|
|---|---|
| Joint pay assessment | 5% gap |
| Public publication | Reported to the authority only |
| Competent authority | Valstybinio socialinio draudimo fondo valdyba (Sodra/VSDFV), with Valstybinė darbo inspekcija (VDI) and Lygių galimybių kontrolieriaus tarnyba |
Frequently asked
Is the EU Pay Transparency Directive in force in Lithuania?
Lithuania has transposed the EU Pay Transparency Directive into national law. The obligations below are in force and follow that national statute, not the directive in the abstract.
Which employers have to report in Lithuania?
Reporting duties apply by employer size: 150 to 249 employees, from 2028 · Every three years; 250 or more employees, from 2028 · Annual; 100 to 249 employees, from 2031 · Every three years.
What triggers a joint pay assessment in Lithuania?
A mean pay gap of 5% or more in a role category triggers a joint pay assessment with worker representatives.
This guide summarises publicly available information for orientation only. It is not legal advice — confirm every figure against Lithuania's own transposition text before relying on it.