Lithuania Work Permits & Visas: Processes for Employers

Navigating the process of hiring international talent in Lithuania requires a clear understanding of the country's work permit and visa regulations. Employers aiming to recruit or relocate foreign employees must be well-versed in the necessary procedures to ensure compliance and facilitate a smooth transition for their workforce.

Who Needs a Work Permit in Lithuania

In Lithuania, non-EU/EEA nationals generally require a work permit to be employed legally. However, certain exemptions exist, including:

• EU/EEA Citizens: Individuals from EU/EEA member states and Switzerland, along with their family members, do not need a work permit to work in Lithuania.
• Permanent Residents: Third-country nationals holding permanent residence permits are exempt from obtaining a work permit.
• Family Members: Non-EU nationals who are family members of Lithuanian citizens and possess residence permits issued for family reunification purposes are also exempt.

Employers should assess each candidate's specific circumstances to determine the necessity of a work permit.

Types of Work Visas in Lithuania

Lithuania offers various work visas tailored to different employment scenarios. Understanding these options is crucial for employers to select the appropriate visa type for their international hires.

Requirements for a Work Permit in Lithuania

To obtain a work permit in Lithuania, employers and prospective employees must meet specific criteria to ensure compliance with national labor laws.

• Valid Employment Offer: The foreign national must have a confirmed job offer from a Lithuanian employer.
• Labor Market Test: Employers may need to demonstrate that the position cannot be filled by a local candidate, ensuring the employment of foreign nationals does not adversely affect the local labor market.
• Qualifications and Experience: The candidate should possess the necessary qualifications and professional experience relevant to the job position.
• Health Insurance: Proof of valid health insurance covering the duration of the stay in Lithuania is required.
• Accommodation: Evidence of suitable accommodation in Lithuania must be provided.
• Financial Means: The applicant should demonstrate sufficient financial means to support themselves during their stay.

Employers are responsible for initiating the work permit application on behalf of the foreign employee, ensuring all necessary documentation is accurately prepared and submitted.

Lithuania Work Permit Application Process

• Step 1: Register the Vacancy: The employer registers the job vacancy with the Lithuanian Employment Service to assess the availability of local candidates.
• Step 2: Apply for a Work Permit: If no suitable local candidates are found, the employer submits a work permit application on behalf of the foreign employee to the Employment Service.
• Step 3: Obtain a National Visa (D): Upon approval of the work permit, the employee applies for a National Visa (D) at the Lithuanian embassy or consulate in their home country, allowing entry into Lithuania.
• Step 4: Apply for a Temporary Residence Permit: After entering Lithuania, the employee applies for a temporary residence permit through the Migration Department, enabling longer stays and legal employment.

Employers should ensure timely submission of applications and accurate documentation to facilitate a smooth process.

Process for Visa Sponsorship in Lithuania

Employers in Lithuania play a pivotal role in sponsoring work visas for foreign employees. This involves:

• Job Vacancy Registration: Notifying the Employment Service of the open position to conduct a labor market test.
• Work Permit Application: Submitting the necessary documents to obtain a work permit for the prospective employee.
• Mediation Letter: Providing a mediation letter to support the employee's visa application, confirming the intent to employ the foreign national.
• Compliance with Labor Laws: Ensuring adherence to Lithuanian labor regulations, including employment contracts and fair remuneration.

Active involvement in these steps is essential for employers to successfully sponsor and onboard international talent.

What Are the Fees for a Work Permit or Visa in Lithuania

Employers and employees should be aware of the associated costs when applying for work permits and visas in Lithuania.

Processing Time for a Work Permit or Visa in Lithuania

The processing times for work permits and visas in Lithuania can vary depending on the type of permit and individual circumstances:

• Work Permit: Typically issued within 7 working days.
• National Visa (D): Processing time is approximately 15 days.
• Temporary Residence Permit: Decisions are usually made within 2 months. For an additional fee, the decision can be expedited to 1 month.

Employers and employees should plan accordingly, considering these timeframes to ensure a smooth hiring process.

Work Permit Renewal Periods in Lithuania

Work permits in Lithuania are generally issued for up to one year, with the possibility of renewal. If a work permit was issued for a period shorter than two years, a new work permit may be issued, but the total duration of the work permit may not exceed two years.

Applications for renewal should be submitted at least two months in advance but not earlier than four months before the expiry of the current permit. For urgent cases, applications can be submitted at least one month before expiry, with an additional fee for expedited processing.

Visa Requirements for Digital Nomads in Lithuania

As of now, Lithuania does not offer a specific visa tailored for digital nomads. However, individuals can apply for a National Visa (D), which allows stays in Lithuania for up to one year. This visa is suitable for those who wish to reside in Lithuania temporarily.

• Valid Passport: Must have at least two blank pages and be valid for at least three months beyond the planned stay.
• Proof of Purpose: Documentation supporting the reason for the stay, such as employment, studies, or other activities.
• Financial Means: Evidence of sufficient funds to support oneself during the stay.
• Health Insurance: Valid health insurance covering the duration of the stay.

Common Challenges and Tips for Employers Hiring in Lithuania

Employing international talent in Lithuania presents several challenges that employers should be prepared to address:

• Navigating Bureaucracy: The process of obtaining work permits and visas involves multiple administrative steps, which can be time-consuming and complex.
• Labor Market Test: Demonstrating that a position cannot be filled by a local candidate may delay the hiring process.
• Document Preparation: Ensuring all required documents are accurately prepared, translated, and submitted is crucial to avoid application rejections or delays.

Tips for Employers: Early planning, staying updated on immigration regulations, and seeking professional assistance can significantly improve the hiring process.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.