Factsheet for measure
LT-2013-22/2520
– measures in Lithuania
Mini labour exchange
Mini darbo birža
Background information
On 31 May 2013, Order No V-275 of the Director of the Lithuanian Labour Exchange under the Ministry of Social Security and Labour came into effect, approving the methodology for the application of preventive unemployment measures in cases of collective redundancies. Among other measures, the methodology provides for a mini labour exchange. This measure aims at reducing the negative consequences of collective redundancies for employees and the labour market in Lithuania. As of 1 January 2022, the methodology was updated by Order No V-536 of the Director of the Employment Services, but the measure remained and continues to apply in Lithuania
Content of measure
As it was mentioned, the measure applies in situations of collective redundancies. According to the Labour Code No XII-2603, collective redundancies are considered to be the termination of employment contracts when, within 30 calendar days, there are plans to dismiss, on the initiative of the employer without any fault on the part of the employee, at the will of the employer, or by agreement of the parties to the employment contract initiated by the employer, or due to employer bankruptcy:
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10 or more employees at a workplace where the average number of employees is between 20 and 99;
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at least 10 per cent of the employees at a workplace where the average number of employees is from 100 to 299;
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30 or more employees at a workplace where the average number of employees is 300 or more.
Mini labour exchange is a measure which consists in a specialist from the Lithuanian Employment Services (LES) (Lithuanian Labour Exchange - until 1 October 2018) visiting the company and providing consultations to the employees warned about dismissal.
The provided consultations usually include: an overview of the labour market situation as well as services provided by the LES, information on retraining opportunities and other employment support measures.
Specialists from the LES could also organise visits of employees to other (local) companies and/or organise visits from other companies. This allows making more contacts and increases opportunities to learn about demanded qualifications, thus increasing re-employment opportunities.
The measure covers all employees warned about dismissal.
Use of measure
It is a good means to provide direct and up-to-date support for those facing a dismissal. It ensures direct (personal) communication, and the possibility to provide workers with all the available support in the region. It is especially effective if social partners actively participate in it. One of the weaknesses of th emeasure is that sometimes, representatives from the LES are not able to provide any real support as the existing labour market opportunities are very limited. In these cases, the activities of the mini labour exchange risk to be rather formal.
Target groups
Actors and funding
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Actors
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Funding
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National government
Trade unions
Local / regional government
Public employment service
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National funds
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Social partners
Social partners' role in
designing the measure
and form of involvement:
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Trade unions
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Employers' organisations
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Role
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Unknown
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Unknown
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Form
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Not applicable
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Not applicable
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Social partners' role in the
implementation, monitoring and assessment phase:
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Only trade unions
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Main level of involvement: Company level
Involvement
Although no information is available on the role of social partners in the designing the measure, it could be said that trade union representatives usually take an active role in the implementation of this measure. According to the Labour Code (article 63), before taking the decision to terminate an employment contract or initiate termination of an employment contract, the employer must inform the work council, or in the absence thereof – the employer-level trade union, and hold consultations therewith on measures for mitigating the consequences of the forthcoming collective redundancy (re-training, transfer to other positions, changes to the working-time arrangements, higher severance pay than provided for in this Code, extension of notice periods, free time for job searching, etc.). During the consultations, the parties must strive to reach an agreement regarding real mitigation of the potential negative consequences.
Employers usually comply with this requirement as the Labour Code foresees that an employment contract may not be terminated upon breach of the obligation to hold consultations with the work council or the employer-level trade union.
Views and reactions
No information is availabale.
Sources
