What is remote work according to the law?
Remote work in Lithuania – is work where the employee performs functions not at the employer's premises, but at another location of their choice. This is regulated by Article 52 of the Labor Code, which was supplemented in August 2025 with relevant provisions regarding expense reimbursement and workplace safety.
Main requirements:
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An agreement between the employee and the employer regarding the workplace.
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An employee's refusal to work remotely cannot be grounds for terminating the employment contract.
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For certain social groups (e.g., parents with young children), the employer must provide the opportunity to work remotely.
New requirements for employers – August 2025
Clear remote work procedures – essential
According to the practice of the Supreme Court of Lithuania in 2024 (case No. e3K-3-176-684/2024), employers must have an internal procedure description that regulates:
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How working hours are recorded remotely.
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The mechanism for submitting and controlling work tasks.
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How work safety and data protection are ensured.
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How the employee must inform about absences, problems, or incidents.
Expense reimbursement – a new obligation
The employer must reimburse the expenses incurred by the employee:
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For electricity
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For internet connection
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For the depreciation of used work tools
These expenses can be reimbursed at a fixed amount or based on actual documents, but this must be clearly stipulated in the employment contract or procedural rules.
How to ensure working time accounting and privacy?
Employers must ensure:
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That the employee's working hours are accounted for transparently (e.g., through time management systems).
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That the employee's privacy is not violated – i.e., it is not allowed to monitor the computer screen or use cameras without consent.
Tip: use secure software systems that allow recording work results without violating privacy – this is beneficial both legally and from a process management perspective.
Example from practice: Kaunas Municipality
In mid-2025, Kaunas City Municipality tightened the remote work regulations. Employees must submit requests for working from home, and the employer can reject the request if:
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The nature of the work requires physical presence.
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The work results are deteriorating.
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There is no possibility to ensure connection and safety.
Conclusions
Key changes in remote work law in 2025:
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Clearer employer obligations.
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Mandatory expense reimbursement.
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The necessity to ensure data security and evaluation of work results.