In Lithuania, the Labour Code mandates that employers with 20+ employees provide gender pay gaps, upon the request of the works council or an employer-level trade union. Separately, Lithuania’s State Social Insurance System (SoDra) annually publishes data on a public online register. As an EU Member State, Lithuania’s pay gap reporting obligations will be modified by the EU Pay Transparency Directive.
Lithuania Gender Pay Gap Reporting: What You Need to Know
LAST MODIFIED: January 10, 2025
At a glance
Who:
20 employees
What:
Pay Gap Report, EU Pay Transparency Directive
When:
Annual
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2025 gender pay gap reporting requirements in Lithuania
When is Lithuania’s gender pay gap report due?
Employers in Lithuania, due to requirements in the Labour Code, are required to annually share pay gap information annually with the works council or an employer-level trade union. The law does not set a specific date upon which the report must be completed.
The Government in Lithuania also annually calculates and publishes information based on pre-existing administrative data.
Who needs to report on pay gaps in Lithuania?
Employers with 20 employees are required to complete pay gap reports.
What pay gap metrics do I need to report in Lithuania?
Under the Labour Code covered employers must calculate pay gaps, upon request from the works council or trade union. Specifically, employers must share:
- Average remuneration by occupational group and gender, excluding managers, if there are more than two employees in the group
- Additional information required by collective agreements, and employer-works council agreements
Note that the Law on Equal Opportunities for Women and Men of the Republic of Lithuania requires that publicly traded companies report on gender representation in leadership positions and outline measures to achieve a balanced gender distribution (at least 33% but not exceeding 49%) within their management and supervisory bodies. Companies not publicly traded must adhere to a specific reporting format approved by the Ministry of Social Security and Labour.
For customers using Syndio’s Global Pay Reports, we offer a thorough breakdown of the necessary data to simplify the preparation of your Lithuania report.
Where do I need to share the Lithuania pay gap report?
The gender pay gap report required by the Lithuanian Labour Code should be shared with the works council or employer-level trade union.
Lithuania’s State Social Insurance System (SoDra) also annually publishes pay and pay gap data on a public online register, which is searchable in multiple languages. The register includes detailed wage information, including the overall average and median pay for all employees along with the pay of employees in the top quartile and bottom quartile, average pay of women, and the average pay of men. Employers are not required to submit data for purposes of this report; the government instead leverages data provided for all employees in Lithuania.
Syndio’s Global Pay Reports help you centralize and automate reporting for 48 jurisdictions across 43 countries, including Lithuania. Our software makes reporting easy, fast, and accurate so you can report with confidence, even as requirements change. And our services team can answer all your detailed questions — we’re experts so you don’t have to be.
Request a demo of Syndio's Global Pay Reports software.
Employers in Lithuania and the EU Pay Transparency Directive
The EU Pay Transparency Directive will have a significant impact on Lithuania’s current gender pay gap reporting requirements. Companies in Lithuania with 100 or more employees will be required to publicly disclose and fix any unexplained gender pay gaps. Reporting timelines are as follows:
- By 7 June 2027: Companies with 150 or more employees must submit their first report using 2026 payroll data. After that, companies with 250 or more employees will report annually, while those with 150-249 employees will report every three years.
- By 7 June 2031: Companies with 100-149 employees must submit their first report using 2030 data, with subsequent reports every three years.
The thresholds in the Directive represent the minimum requirements. Lithuania’s government may decide to lower these employee thresholds when they incorporate the Directive into national law by June 2026. This process involves adapting the Directive to fit Lithuania’s legal framework, with the option to either meet or exceed the minimum standards. It is likely that the threshold will be lowered in Lithuania, as Lithuania’s existing pay equity law has a reporting threshold of 20. Implementing stricter or additional measures is known as “gold plating” the Directive.
Starting as early as 2026, additional pay transparency obligations may be introduced for EU Member States under the Directive, including in Lithuania. Across the EU, these obligations include requiring employers to disclose pay ranges to job applicants, prohibiting inquiries into salary history, and enforcing the Right to Information. The Right to Information allows employees to request details about their own pay and the average pay of male and female colleagues doing the same work or work of equal value to their own role.
Syndio provides a comprehensive solution for the EU Pay Transparency Directive with everything you need to plan, prepare, and comply. Learn more ->
How Syndio helps with global pay equity, pay reporting, and pay transparency
Syndio provides the technology and expert partnership you need to comply with the growing pay equity, pay reporting, and pay transparency demands around the globe.
- Report your pay data and pay gaps — with Syndio’s Global Pay Reports. Our software supports fast, easy, and accurate compliance with pay reporting in 48 jurisdictions across 43 countries, including Lithuania and for the EU Pay Transparency Directive. Syndio also supports the EU’s CSRD reporting.
- Identify, explain, and fix pay gaps — with Syndio’s PayEQ and OppEQ. Our suite of solutions give you the tools and legally compliant methodologies to analyze, explain, and make progress to close pay and career advancement gaps.
- Keep your pay gaps closed — with Syndio’s Pay Finder. On-demand pay recommendations help managers and recruiters make equitable, explainable pay decisions that don’t exacerbate pay gaps.
- Create a customized action plan — with Syndio’s EU Readiness Strategy Package. Syndio’s team of experts help you build a custom strategy and support project management. This includes a change management strategy session for senior leaders, communications strategy session on pay gap and Right to Information, and ongoing support on best practices and trends.
- Craft tailored communications strategies — with Syndio’s Communications Package. Leverage best practices to build a communications plan that builds your brand while aligning to your values and objectives.
Syndio takes data privacy and security seriously. Syndio is GDPR compliant, SOC 2 Type II and ISO 27001 2022 certified, and has completed the Cloud Security Alliance CAIQv.4.02 security self-assessment for STAR Level One. Learn more in our Trust Center under “Security Reports.”
FAQ: The most asked questions about Lithuania’s gender pay gap reporting
Syndio helps customers all over the world with their global pay reporting needs. Here are some common questions we get about the reporting requirements under Lithuania’s pay gap law.
The information provided on this resource does not and is not intended to be legal advice. All information, content, and materials are provided for general informational purposes only. The links to third-party or government websites are offered for the convenience of the reader; Syndio is not responsible for the contents on linked pages.
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