EU Pay Transparency Directive Status Lithuania: In Force
The Lithuanian Seimas adopted the transposition law on 21 May 2026, it was published in the Register of Legal Acts on 25 May 2026, and it entered into force on 7 June 2026, meeting the EU-wide deadline. The law amends the Labour Code to introduce salary range disclosure in job postings, a ban on salary history questions, gender-neutral objective pay criteria, and a right-to-information mechanism for workers, while also amending the Code of Administrative Offences to introduce new fines. Several obligations phase in over time rather than applying immediately: employers must bring remuneration systems into compliance by 31 December 2026, and monthly payroll data submissions to Sodra (the State Social Insurance Fund) begin 1 January 2027, feeding into gender pay gap indicators that Sodra itself calculates rather than requiring employer self-reporting. Implementing regulations providing further technical detail were expected by the end of July 2026; some procedural specifics, including exact reporting templates, were still being finalized at last check.
What is Pay Transparency, and who does it apply to?
The EU Pay Transparency Directive (Directive (EU) 2023/970) is a binding EU law requiring pay equity for equal work between women and men. It introduces mandatory rules around salary disclosure, pay gap reporting, and worker rights.
Lithuania already prohibited pay discrimination under its Labour Code and Law on Equal Treatment, but had no structured pay reporting regime. Lithuania has now fully transposed the EU Pay Transparency Directive (2023/970) through amendments to the Labour Code and the Code of Administrative Offences, making it one of only four EU member states, alongside Slovakia, Italy and Malta, to transpose the Directive by the EU deadline.
Baseline transparency duties such as job ad pay ranges and the salary history ban apply to all Lithuanian employers regardless of size; internal disclosure to staff representatives applies from 20 employees; and formal gender pay gap indicator reporting via Sodra applies from 100 employees upward, with reporting frequency and first due dates varying between the 100 to 149, 150 to 249, and 250-plus employee bands.
What employers must do in Lithuania
All employers, regardless of size
- Disclose salary or salary range information in job postings or before interview
- Do not ask job applicants about their salary history
- Apply gender-neutral, objective criteria for pay and job grading
- Respond to worker right-to-information requests about individual and average pay within one month
- Bring remuneration systems into compliance with the new rules by 31 December 2026
Employers with 20 to 99 employees
- Provide annual internal pay disclosure to works councils or trade unions
Employers with 100 to 249 employees
- Submit monthly payroll data to Sodra from 1 January 2027
- Receive gender pay gap indicators calculated by Sodra every three years (100 to 149: first due 2031; 150 to 249: first due 2028)
Employers with 250 or more employees
- Submit monthly payroll data to Sodra from 1 January 2027
- Receive annual gender pay gap indicators calculated by Sodra, first due 2028
- Address any unexplained gender pay gap of 5% or more through remediation measures
Key deadlines
Penalties for non-compliance in Lithuania
Administrative fines for pay transparency or reporting violations generally range from about 400 to 6,000 euros depending on the nature of the breach, with separate personal fines of roughly 460 to 1,400 euros for company directors, HR managers or other responsible individuals; failing to respond to information requests can draw fines of about 460 to 700 euros, rising to 700 to 1,400 euros for repeated failures.
Enforcement is shared between the State Labour Inspectorate, the Office of the Equal Opportunities Ombudsperson, and Sodra, under the oversight of the Ministry of Social Security and Labour.
How TalentUp can help you with Pay Transparency Compliance
Below you can see a preview of our platform, where we help you stay compliant with Pay Transparency by spotting pay inconsistencies and structural risks in your compensation strategy, analysing data from your company.
Book a demo| Name | Level | Location | Salary | Labels | Actions |
|---|---|---|---|---|---|
|
John Doe
Software Developer
|
Mid
|
Vilnius
Lithuania
|
32500 EUR
Above market
|
Unbalanced
|
|
|
Jane Smith
Project Manager
|
Senior
|
Vilnius
Lithuania
|
45000 EUR
Above market
|
In Market
|
|
|
Michael Brown
Data Analyst
|
Mid
|
Kaunas
Lithuania
|
39000 EUR
Above market
|
In Market
|
|
|
Emily Johnson
QA Engineer
|
Mid
|
Kaunas
Lithuania
|
36000 EUR
Above market
|
In Market
|
|
|
Robert Wilson
HR Manager
|
Senior
|
Klaipeda
Lithuania
|
50000 EUR
Above market
|
Above Market
|
|
|
Sarah Davis
Marketing Specialist
|
Junior
|
Klaipeda
Lithuania
|
34000 EUR
In market
|
In Market
|
MEAN PAY
39.4K EUR
MEDIAN PAY
37.5K EUR
MEAN FEMALE PAY
38.3K EUR
MEDIAN FEMALE PAY
36K EUR
MEAN MALE PAY
40.5K EUR
MEDIAN MALE PAY
39K EUR
Gender gap
Variable pay by gender
General gender pay gap
Pay gap insights
Add employee data to see pay gap insights
Tenure distribution
Pay gap per level (quartiles)
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Frequently asked questions about pay transparency in Lithuania
Yes. Lithuania's law transposing the EU Pay Transparency Directive entered into force on 7 June 2026, making Lithuania one of the few EU countries where these rules already apply rather than remaining a draft.