Lithuania Leave Laws and Holidays

Fathers are entitled to 30 days of paternity leave, which can be used in parts or all at once until the child reaches 3 years of age.

Fathers must notify their employers at least 30 days before commencing paternity leave.

While paternity leave is a statutory right, its scheduling may require approval to ensure compliance with workplace needs.

The quota for paternity leave is fixed and additional leave is not typically available.

Paternity leave does not accrue over time but is available per childbirth.

Paternity leave can be used at any time until the child reaches the age of 3, offering flexibility in how it is taken.

There is no payout for unused paternity leave upon termination, as this leave is specific to the event of childbirth and early child care.

Paternity leave does not have an end of year payout as it does not accrue based on the calendar year.

Paternity leave can be shared with the mother, allowing parents to transfer leave days between them as needed.

Employees are entitled to sick leave due to illness or injury, with a duration of up to 2 years depending on the medical certification.

Employees should inform their employer about their sickness as soon as possible, preferably on the first day of absence.

Sick leave does not require prior approval from the employer, but a medical certificate is necessary to justify the leave and receive benefits.

Sick leave is granted based on medical advice, and there is no additional quota beyond what is medically certified.

Sick leave does not accrue and is granted as needed, based on medical documentation.

Sick leave is not subject to carry over rules as it is granted based on immediate health needs.

There is no payout for unused sick leave upon termination of employment.

Sick leave is not eligible for payout at the end of the year.

Eligible employees may receive statutory sick pay from the government or employer-funded health insurance during their sick leave, subject to specific conditions.

Maternity leave in Lithuania consists of 70 days prenatal and 56 days postnatal leave.

It is advisable to notify the employer about the pregnancy and the expected date of childbirth as soon as possible to arrange maternity leave.

Maternity leave is a statutory right and does not require explicit approval from the employer, although notification is required.

The quota for maternity leave is fixed and cannot be extended beyond the statutory period.

Maternity leave does not accrue and is available as a one-time entitlement per pregnancy.

There is no carry over applicable to maternity leave as it is tied to the specific event of childbirth.

Maternity leave does not have a payout option upon termination as it must be used in relation to childbirth.

There is no end of year payout for maternity leave as it does not accrue annually but is granted per pregnancy.

During maternity leave, an employee is protected against dismissal, except in cases of gross misconduct or company closure.

Parental leave in Lithuania can be taken until the child is 3 years old, with government-paid benefits available for up to 1 year at a rate which can be up to 100\\% of the salary based on specific conditions.

Employees must notify their employer at least 2 months before commencing parental leave.

While parental leave is a right, the exact timing and duration need to be approved by the employer to ensure proper staffing and planning.

Parental leave does not have an additional quota beyond the standard entitlement until the child reaches 3 years of age.

Parental leave does not accrue over time but is available per child until the age of 3.

Parental leave cannot be carried over since it is used based on the age of the child rather than by year.

There is no payout for unused parental leave upon termination as it is a benefit provided by the state.

There is no end of year payout for parental leave as this leave type is managed based on the child's age rather than annual usage.

Additional rules may apply depending on the employer's policy and collective agreements, especially concerning job protection and benefits continuation during the leave.

Employees are entitled to up to 30 days of study leave per year for professional development or education, subject to conditions.

Employees should notify their employer at least two weeks in advance, though more notice may be beneficial for scheduling purposes.

Study leave requires approval from the employer, who may consider business needs before granting the leave.

Additional study leave can be granted based on the relevance and importance of the study to the employee's job role, subject to employer's discretion.

Study leave entitlement resets annually and does not accrue beyond the 30-day limit per year.

Carrying over unused study leave to the next year is generally not permitted unless specifically agreed upon with the employer.

There is no financial compensation for unused study leave upon termination of employment.

Unused study leave is not paid out at the end of the year; it simply lapses.

Study leave must be relevant to the employee's current role or professional development, and proof of enrollment and attendance may be required.

Employees are entitled to a minimum of 20 working days of paid annual leave per year if they work five days a week, and 24 working days if they work six days a week.

Employees are advised to give at least two weeks notice to the employer before the intended start date of their annual leave.

Annual leave schedules must be approved by the employer, and the employer has the right to schedule the leave based on business needs.

Additional leave days can be granted for employees under specific circumstances such as extreme working conditions or long service periods.

Annual leave is accrued monthly from the first day of employment at a rate proportional to the length of service during the calendar year.

Carrying over of annual leave to the next year is permissible but typically must be used within the first three months of the following year, unless otherwise agreed with the employer.

Upon termination of employment, any unused annual leave must be compensated by the employer.

There is no statutory requirement for the payout of unused annual leave at the end of the year; it is typically carried over or forfeited if not used within the permitted period.

Any additional rules regarding annual leave are typically stipulated in the employment contract or collective agreement.

Employees are entitled to bereavement leave for the death of close family members such as parents, children, spouses, or siblings. Typically, the leave is granted for 1 to 3 days depending on the specific situation and employer policies.

Employees are expected to notify their employer as soon as possible following the death of a close family member. The notice period is generally short, considering the nature of the event, but the employee should inform the employer immediately or within a reasonable time frame.

While bereavement leave is a statutory entitlement, the employee must inform and seek approval from the employer. The employer may request proof of the death, such as a death certificate, and confirm the leave duration.

Bereavement leave is usually limited to the statutory entitlement, and additional days beyond the legal quota are not typically granted unless specified in the employment contract or company policies.

Bereavement leave is not accrued over time like annual leave. It is granted as a one-time entitlement upon the occurrence of a qualifying event, and does not accumulate or carry over.

Bereavement leave must be used at the time of the event and cannot be carried over to the next year. It is a one-time, non-recurring leave entitlement.

Unused bereavement leave is not compensated or paid out upon termination of employment. It is granted for a specific event and does not accumulate or convert to monetary compensation.

Bereavement leave is not subject to year-end payouts. It is an event-specific leave and does not accumulate to be paid out or carried forward into the next year.

In certain cases, where the employee may need more time off due to the emotional impact of the loss, employers may provide additional leave beyond the statutory entitlement. This is typically handled on a case-by-case basis, subject to the employer's discretion or additional company policies.