Lithuania Immigration Law 2026: Employer Guide

Lithuania Introduces New Rules for Employing Foreign Nationals

Significant amendments to Lithuania’s Employment Law on the Legal Status of Foreigners entered into force on 22 May 2026, introducing substantial changes for employers, foreign employees, students, researchers, and highly skilled professionals. The reforms aim to create a more flexible and socially balanced immigration framework while strengthening measures against illegal and undeclared work.

Stricter Employer Compliance Requirements

The amendments introduce stricter consequences for employers who violate employment regulations. For one year following certain sanctions, foreign nationals may be denied the issuance or renewal of temporary residence permits if their employer has been penalised for:

• Illegal employment;
• Undeclared work; or
• Repeated violations related to the employment of foreign nationals and mandatory notification requirements.

The new restrictions apply only to violations identified on or after 22 May 2026.

More Flexible Conditions for Hiring Foreign Workers

The new rules simplify the requirements for employing foreign nationals. Previously, employers generally had to satisfy either a combined qualification-and-experience requirement or offer a salary at least equal to the national average wage.

Under the new framework, employers may choose any one of the following criteria:

• The foreign national’s professional qualifications;
• Relevant work experience; or
• A salary offer that is at least equal to the latest published average gross monthly salary in Lithuania.

This change provides employers with greater flexibility when recruiting international talent.

New Rights Following Termination of Employment

Foreign nationals whose employment ends before their residence permit expires may now remain eligible to change employers, provided that they notify the Migration Department within the prescribed deadlines.

Depending on how long they have held their residence permit, individuals may be granted between three and six months to secure new employment while maintaining their legal status in Lithuania.

Right to Remain in Lithuania During Permit Processing

Foreign nationals who have submitted an application to renew or change their temporary residence permit will be allowed to remain in Lithuania and continue working for their current employer until the Migration Department reaches a decision.

To evidence this status, a digital foreigner registration certificate will be issued through the MIGRIS system. While this certificate does not serve as a travel document, the period spent in Lithuania under this status will generally count towards residence requirements for permanent residence applications.

Changes Affecting International Students

To address misuse of study permits for employment purposes, new working-time restrictions have been introduced:

• First- and second-year bachelor’s degree students may work up to 20 hours per week;
• Third- and fourth-year students, master’s students, doctoral candidates, and medical residents may continue working up to 40 hours per week.

In addition, residence permits issued on the basis of studies will generally be limited to a cumulative maximum period of eight years.

Benefits for Highly Skilled Professionals and Researchers

The amendments also provide additional flexibility for highly qualified workers:

• EU Blue Card holders will be able to change employers more freely after 12 months of employment;
• Temporary interruptions in meeting Blue Card conditions due to illness, disability, or parental leave may be tolerated for up to 12 months, provided employment continues;
• Researchers and academic staff will be permitted to begin work from the date their residence permit application is submitted.

Reduced Administrative Burden

Several changes aim to simplify administrative procedures. Foreign nationals will no longer be required to provide certain information that public authorities can obtain directly from official registers. Notification deadlines for changes to personal information have also been extended from seven to ten working days.

Exemptions from Employment Quotas

Certain categories of foreign nationals will no longer be counted towards Lithuania’s annual employment quota, including:

• Graduates of Lithuanian educational institutions for up to five years after completing their studies;
• Beneficiaries of temporary protection;
• Holders of humanitarian residence permits; and
• Individuals residing in Lithuania under family reunification permits.

Expanded Family Reunification Opportunities

Master’s students, doctoral candidates, medical residents, and certain recent graduates can now bring family members to Lithuania immediately. Other foreign nationals may continue to qualify for family reunification after meeting residence and integration requirements.

Additional changes concerning residence permit application procedures will take effect on 1 November 2026, further affecting the options available to foreign nationals applying for work- or study-based residence permits from within Lithuania.

Employers are encouraged to carefully review the new legal framework and ensure their recruitment and employment practices remain fully compliant with the updated requirements.

Our Recommendations

Given the extensive changes introduced by the amendments, employers hiring foreign nationals should review their current recruitment, onboarding, and compliance procedures to ensure alignment with the new requirements.

Particular attention should be paid to:

• Compliance with employment and reporting obligations, as violations may now directly affect foreign employees’ residence permit eligibility;
• Procedures for notifying the Migration Department of employment-related changes;
• Verification of qualification, experience, or salary criteria when hiring foreign nationals;
• Monitoring deadlines related to residence permit renewals and employer changes;
• Workforce planning involving international students, taking into account the new working-time limitations.

Employers may also wish to review internal immigration compliance policies and provide training to HR and recruitment teams to minimise legal and operational risks arising from the new regulatory framework.