Description
DAS directive in Lithuania
All Lithuanian employers, public and private, regardless of size, are covered by the EU Pay Transparency Directive (Directive (EU) 2023/970), transposed into Lithuanian law through amendments to the Labour Code (Law No. XV-969, adopted 21 May 2026).
Lithuania was one of only four EU member states to transpose the Directive on schedule, and implementation is happening in three stages:
- 7 June 2026 (already in force): Pay information must be disclosed in job postings, employers can no longer ask candidates about salary history, and employees have core rights around pay-related disputes.
- 31 December 2026: Employers must have their formal remuneration systems and job-classification criteria fully aligned with the law’s requirements.
- 1 January 2027: Monthly pay data submissions to SoDRA begin, and employees gain the right to request pay comparison information broken down by gender.
If your company hasn’t yet mapped its pay structures and job categories against these requirements, now is the time. The December deadline is closer than it looks once you factor in data cleanup, documentation, and internal sign-off.
Last updated: 30.07.2026
What is included in Pay Transparency service:
The service includes:
- Prior compliance questionnaire: We start with a detailed questionnaire to map your existing pay structures, job categories, and current practices against the law’s requirements.
- Full documentation handling: Professional preparation, review, and management of all required pay transparency documentation.
- Remuneration system review: Assessment and alignment of your job classification and compensation structure ahead of the 31 December 2026 deadline.
- SoDRA reporting readiness: Preparation for the monthly data submission requirements starting 1 January 2027.
Frequently Asked Questions
Is the EU Pay Transparency Directive mandatory in Lithuania?
Yes. Lithuania transposed the Directive into national law on 21 May 2026 (Law No. XV-969), with most obligations already in force since 7 June 2026. It applies to all employers, public and private, regardless of size.
Was the Lithuanian deadline postponed?
Partially. The core obligations, like pay disclosure in job ads, the salary-history question ban, and employee dispute rights, took effect on time, 7 June 2026. Only the more complex requirements were phased in later: remuneration system alignment by 31 December 2026 and monthly SoDRA reporting from 1 January 2027.
What happens if my company isn't compliant yet?
Non-compliance exposes employers to legal risk and potential claims once the full reporting framework activates in 2027. Given the documentation and data work involved, businesses that start preparing now avoid a scramble closer to the December deadline.
Who does the Directive apply to?
All employers with workers on employment contracts, including part-time and fixed-term staff, regardless of company size or sector.
What does the Pay Transparency Compliance Service include?
A compliance questionnaire mapping your current pay practices, full documentation preparation and handling, remuneration system review, and support preparing for SoDRA’s monthly reporting requirements.
