When to contact us
A pay system sets out how positions are grouped and paid. Since 7 June 2026 every employer must have one, whatever the number of employees, unless the pay system is set by a collective agreement. The requirements are considerably more detailed. Existing systems must be reviewed by 31 December 2026.
- Your company has no approved pay system.
- Your system predates the amended Article 140 of the Labour Code.
- You need to justify why people doing similar work are paid differently.
- You are planning bonus, allowance or pay-rise rules.
- You are preparing for pay transparency requirements and reports.
140art.
An employer without a collective agreement must approve a pay system.
Positions are grouped by objective, gender-neutral criteria – skills, qualifications, effort, responsibility and working conditions. The system sets pay ranges, allowances, bonuses and pay-rise rules.
Labour Code, Article 140(3)
What we do
- 1/
Job evaluation
We group positions by objective criteria so that work of equal value is treated equally.
- 2/
Pay ranges
We set a minimum and maximum pay range for each group.
- 3/
Allowances and bonuses
Clear grounds for additional pay, bonuses and pay rises.
- 4/
Procedures
Information and consultation with employees, approval and publication.
How we work
- 01
Consultation
We discuss positions, pay practice and your goals.
- 02
Data review
We review the list of positions and current pay.
- 03
Drafting
We prepare the document and the job grouping.
- 04
Implementation
We help complete the procedures and align contracts.
“I really value the responsible approach, attention to detail and sincere wish to help find the best solution.”
Start with a consultation
| Consultation | 30 min | 60 min |
|---|---|---|
| With an attorney | €124.99 | €239.99 |
Prices include VAT. Remotely (Google Meet) or in Kaunas. Excluding VAT: €103.30 / €198.34. After the consultation, we send a written proposal with the scope of work and the fee, and invoice your company. Discounts apply to services provided on a regular basis.
Lawyer – documents and general questions; attorney (member of the Lithuanian Bar) – disputes, representation and complex matters.
BOOK A CONSULTATIONFrequently asked questions
Under the current wording of Article 140, an employer without a collective agreement setting the pay system must approve one. Employers with fewer than 50 employees are only exempt from setting pay-rise criteria and procedures.
Job groups based on objective criteria, forms of pay, pay levels or ranges, grounds for allowances, supplements and bonuses, and indexation and pay-rise rules.
Yes. We review it and correct what does not meet the new requirements.
Yes. Information and consultation procedures must be completed before the system is approved or amended.
It depends on the number of positions and the structure of the company. After the consultation we confirm the scope and the fee.
Related servicesEmployment law for businessInternal workplace policiesPer diem reduction policyEmployment contracts
Let us prepare a pay system for your company.
Remotely across Lithuania and abroad, or in Kaunas · from €124.99