Flexible work in Lithuania: Labor Inspectorate clarifies different time arrangements

Lithuania's State Labour Inspectorate is clarifying the nuances of flexible working time arrangements to prevent misunderstandings between employers and employees. Vaida Arlauskaitė, an advisor and senior labor inspector in the Department of Labor Law, explained that many employees mistakenly believe flexible schedules grant complete freedom over their work hours.

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Often, employees think that by agreeing to a flexible work schedule, they can choose their start and end times completely freely. However, this is not the case. To avoid disagreements between the employee and the employer, the specifics of different working time regimes must be taken into account, as non-compliance can lead to disagreements between both parties.

Arlauskaitė detailed three distinct work time regimes. Flexible work allows employees to select their start and end times, but they must adhere to fixed hours designated by the employer. The remaining time can be managed by the employee, as long as the agreed-upon total work hours are met. This model suits jobs that do not require strict adherence to a specific start or end time, but still necessitate presence during employer-set hours.

A split workday divides the day into two segments, featuring a longer-than-usual break for rest and meals. For instance, an employee might work four hours in the morning, take a three-hour break during which they can leave the workplace, and then return for the remainder of their shift. This arrangement is often used in roles with peak workloads during morning and evening hours.

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The essence of flexible work is that the employee can choose the start or end of the workday themselves, but must work during fixed hours set by the employer.

The individual work time regime offers the most autonomy, allowing employees to choose their start and end times and perform tasks when most needed, within legal limits for maximum work hours and minimum rest periods. While employees manage their own schedules, they must still fulfill their contracted weekly hours, typically 40 hours unless a part-time or shorter schedule is agreed upon. Arlauskaitė emphasized the importance of clear, specific agreements on working days and times to avoid disputes over discipline, lateness, or overtime.

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The most important thing is that such an agreement is clear and specific.