When to contact us
Most dismissal disputes are won or lost on procedure rather than on the decision itself. Advice before the first document is served costs far less than a dispute.
- A role becomes redundant after a reorganisation.
- An employee breaches duties or misses agreed targets.
- Several employees are dismissed and selection criteria are needed.
- The employee has extra protection – children, pregnancy or approaching retirement.
- You want to offer a settlement but are unsure what is reasonable.
2AMS
Severance pay of two average monthly salaries when dismissing without the employee’s fault.
If the employment lasted less than one year – half an average monthly salary. The notice period is usually one month, doubled or tripled for certain groups of employees.
Labour Code, Article 57(7)–(8)
What we do
- 1/
Ground assessment
We assess which ground is legally sound and least risky in your situation.
- 2/
Documents
Warnings, requests for explanation, performance improvement plans, orders.
- 3/
Procedure
Deadlines, works council involvement, offering vacancies and final settlement.
- 4/
Settlement
If parting amicably makes more sense – terms and negotiation.
How we work
- 01
Consultation
We discuss the situation and the evidence.
- 02
Risk assessment
We compare the options and their consequences.
- 03
Procedure
We prepare the documents and guide each step.
- 04
If disputed
We represent you before the Labour Disputes Commission and the courts.
“Every legal situation was explained clearly and understandably, and decisions were made quickly and efficiently.”
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
The most common are dismissal on the employer’s initiative without the employee’s fault (Art. 57), for the employee’s fault (Art. 58), at the employer’s will (Art. 59) or by agreement (Art. 54). Each has its own procedure and payments.
When dismissing without the employee’s fault, one month’s notice is required, or two weeks if employment lasted less than a year. For some groups the periods are doubled or tripled.
Yes, but only after the shortcomings are set out in writing and a performance improvement plan of at least two months is agreed, and its results are unsatisfactory.
The employee may be reinstated and awarded average pay for the period of forced absence (up to one year) and damages, or additional compensation if not reinstated.
Yes. Collective redundancies require additional steps: consultation with employee representatives and notice to the Employment Service.
Related servicesEmployment law for businessTermination by agreementRepresentation in employment disputes
Let us assess the risk before the first step.
Remotely across Lithuania and abroad, or in Kaunas · from €124.99