Eurofound's EU PolicyWatch collates information on the responses of government and social partners to the COVID-19 crisis, the war in Ukraine, rising inflation, as well as gathering examples of company practices aimed at mitigating the social and economic impacts.
Factsheet for measure LT-2013-22/2520 – measures in Lithuania
|Country||Lithuania , applies nationwide|
|Time period||Open ended, started on 31 May 2013|
|Context||Restructuring Support Instruments|
|Type||Legislations or other statutory regulations|
Ensuring business continuity and support for essential services
– Smoothing frictions or reallocation of workers
|Author||Inga Blaziene (Lithuanian Centre for Social Sciences) and Eurofound|
|Measure added||23 June 2022 (updated 26 October 2022)|
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
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:
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.
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.
Employees in standard employment
Workers in non-standard forms of employment
|Applies to all businesses||Does not apply to citizens|
Local / regional government
Public employment service
Social partners' role in designing the measure and form of involvement:
|Trade unions||Employers' organisations|
|Form||Not applicable||Not applicable|
Social partners' role in the implementation, monitoring and assessment phase:
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.
No information is availabale.
Eurofound (2022), Mini labour exchange, measure LT-2013-22/2520 (measures in Lithuania), EU PolicyWatch, Dublin, https://static.eurofound.europa.eu/covid19db/cases/LT-2013-22_2520.html
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Disclaimer: This information has not been subject to the full Eurofound evaluation, editorial and publication process.