Lithuania Pay Transparency Law: EUPTD Transposition Status
Local term: darbo užmokesčio skaidrumas
As of 28 September 2026: Lithuania has transposed the Directive through Law No. XV-969, adopted on 21 May 2026. Most provisions apply from 7 June 2026. Employers submit pay data to Sodra from 1 January 2027, and Sodra calculates and publishes gender pay gap indicators.
Status snapshot
| Status | Enacted |
|---|---|
| National instrument | Law No. XV-969 amending the Labour Code, adopted 21 May 2026. Most provisions in force from 7 June 2026; data submission to Sodra from 1 January 2027. |
| Official source | Law No. XV-969 (Register of Legal Acts) |
Pay gap reporting required before the Directive
Average pay by occupational group and gender
| Who reports | Employers with 20+ employees |
|---|---|
| How often | Annually |
| What is reported | Anonymised average pay by occupational group and gender, excluding managers, where a group has more than two employees |
| Published or internal | Internal. Given to the works council or trade union |
| Legal basis | Labour Code |
When Directive (Article 9) pay gap reporting starts
Article 9 reporting covers seven indicators: the mean and median gender pay gap, the mean and median gap in variable pay, the proportion of women and men receiving variable pay, the proportion of women and men in each pay quartile, and the gender pay gap by category of workers.
| Employees | First report | Frequency |
|---|---|---|
| 250+ | Published by Sodra from 1 April 2028 | Annually |
| 150–249 | Published by Sodra from 1 April 2028 | Every three years |
| 100–149 | Published by Sodra from 1 April 2031 | Every three years |
| All employers | Monthly pay data to Sodra from 1 January 2027 | Monthly |
In Lithuania the state social insurance fund (Sodra) calculates indicators from data employers submit.
Things to work on now
- Priority for Lithuania. Get your payroll ready to submit pay, hours and job category data to Sodra monthly from 1 January 2027.
- Priority for Lithuania. Salary ranges in adverts and the pay history ban already apply.
- Pre-employment pay information. Give candidates the starting pay or pay range before interview and remove pay history questions from forms and interview guides (Directive Article 5).
- Right to information. Set up a process to answer employee requests for their pay and average pay by gender for the same or equal-value work within the national deadline (Article 7).
- Pay structures. Document gender-neutral job evaluation and pay structures that show which roles are work of equal value (Article 4).
- Pay and progression criteria. Make the criteria used to set pay, pay levels and progression easily accessible to staff (Article 6).
- Pay secrecy. Remove contract terms that stop employees disclosing their pay (Article 7(5)).
Legislative timeline
- 21 May 2026Law No. XV-969 adopted
- 7 June 2026Most provisions in force
- 1 January 2027Pay data submission to Sodra begins
Frequently asked questions
Has Lithuania transposed the EU Pay Transparency Directive?
Lithuania has transposed the Directive through Law No. XV-969, adopted on 21 May 2026. Most provisions apply from 7 June 2026. Employers submit pay data to Sodra from 1 January 2027, and Sodra calculates and publishes gender pay gap indicators.
When does gender pay gap reporting start in Lithuania?
Some reporting already applies under national law: employers with 20+ employees give works councils or trade unions annual average pay by occupational group and gender. Under Lithuania's law, Directive (Article 9) reporting, including gaps by category of workers, applies as follows: employers with 250+ employees: Published by Sodra from 1 April 2028; employers with 150–249 employees: Published by Sodra from 1 April 2028; employers with 100–149 employees: Published by Sodra from 1 April 2031.
What should employers in Lithuania do now?
Get your payroll ready to submit pay, hours and job category data to Sodra monthly from 1 January 2027. Salary ranges in adverts and the pay history ban already apply. Give candidates the starting pay or pay range before interview and remove pay history questions from forms and interview guides (Directive Article 5).