• Konsultacijų tel.: (8 5) 213 9772
  • Pranešk apie nelegalų darbą tel.: (8 5) 213 9750

 

 

State Labour Inspectorate information in English language

As of 1 April this year, any person doing construction work must possess a valid transparent worker’s identification code. Transparent worker’s identification codes are created through the State Social Insurance Fund Board (hereinafter the ‘SoDra system’) information system, the Register of Insured Persons and Beneficiaries and used to verify the data currently stored therein, such as information on an employee, employer/insurer, self-employed person, including information on employees posted to Lithuania and not subject to social insurance under the Lithuanian law (hereinafter ‘employees or persons posted to Lithuania’), as well as the State Tax Inspectorate data on self-employed persons’ declared economic activity. In response to a variety of societal concerns regarding the introduction of transparent worker’s identification codes, the Ministry of Social Security and Labour hereby provides answers to the most frequently asked questions.
What is a transparent worker’s identification code?
It is a QR code, which, at the insured or insurer’s request, is generated in the SoDra system to verify data in the SoDra system which are encrypted. The code is used to verify and confirm that, based on data in the SoDra system, a specific person is employed (i.e. the employee has been declared) under a work contract, or is self-employed, has been posted to Lithuania or is employed under a civil contract (provided that such a person manages a small partnership), and is insured by a specific insurer. This code is not subject to any pre-defined period, it (its validity) is automatically terminated when a person no longer possesses a status encrypted with a specific QR code. The validity of a specific QR code is verified in real time in the SoDra system, and verification will require an internet connection.
Who must have a transparent worker’s identification code?
Any person working on a construction site must have a transparent worker’s identification code. This includes persons employed under a work contract or self-employed, small partnership managers employed under a civil contract, as well as employees who have been posted to the Republic of Lithuania.
How to obtain a transparent worker’s identification code?
Anyone may obtain their own transparent worker’s identification code by logging in to their personal account on the SoDra Electronic Resident Service System (EGAS) or by personally visiting any SoDra service point and verifying their identity, or, alternatively, by submitting a request via other means which includes personal identification (for example, by submitting a request via email signed with a valid e-signature).
Similarly, on behalf of the employee/the insured eligible for a transparent worker’s identification code, the code may be obtained by their employer/insurer by logging in to their account on the SoDra Electronic Insurer Service System (EDAS) or via similar means to those used by the person concerned (except through EGAS).
On behalf of a person who has been posted to Lithuania, a transparent worker’s identification code may be obtained by the hosting Lithuanian company using the same means as those used by other insurers/employers for their insured/employees. This code may also be obtained by the posted employees themselves, using the same means as those used by other persons employed in Lithuania (except through EGAS).
Prior to obtaining a transparent worker’s identification code, a hosting Lithuanian company will have to fill out a notification form on each employee who has been posted to Lithuania via the SoDra account for hosting Lithuanian companies (the ‘LDU notification’). Please note that aside from the hosting company, a foreign employer must notify the State Labour Inspectorate on employees posted to Lithuania. https://www.vdi.lt/Komandiruotes/EN_title_page.aspx.
Is it possible to obtain multiple transparent worker’s identification codes through a single request session via the SoDra EDAS system?
Employers may obtain multiple transparent worker’s identification codes in a single request session via the SoDra EDAS system.
How long does it take to issue a transparent worker’s identification code?
A person logged in to the SoDra system can download a transparent worker’s identification code in real time.
How does a transparent worker’s identification code work if a person is employed in several workplaces / performs activities in different capacities?
A person employed under several work contracts or engaged in a self-employed activity will receive a separate code for each work contract (for each social insurance registration with a separate insurer), and for each self-employed activity performed in the different capacities of self-employed persons (for example, activities under a business licence and activities under an individual activity certificate).
Who is responsible for verifying and ensuring that employees have transparent worker’s identification codes?
The obligation to verify codes is the responsibility of the State Labour Inspectorate, State Tax Inspectorate, Financial Crime Investigation Service, the police, and the developer (client) or its authorised contractor.
What is the verification procedure for transparent worker’s identification codes?
Codes are verified using a QR reader installed on a smart mobile device or other computer device equipped with a camera. The process is identical to the procedure for verifying the Opportunity Passport. A free SoDra app is used for that purpose which is available on the SoDra portal. There is no need to install it on devices used in the verification. During the verification, the app performs a real-time QR-authentication and verification of the validity of encrypted data via the SoDra system. A proper (full) verification procedure will require an internet connection. If an internet connection is unavailable, the app performs only a QR code authentication (proving that a code was generated on the SoDra system) and verifies that the specific data were correct at the moment of its creation; however, it is not possible to verify whether the encrypted data for the QR code are still valid at the time of verification.
It is possible to use the verification app through a technical interface on information systems used by verifying authorities. This interface will not require any contracts with or authorisation from the SoDra system: it may be used in accordance with publicly available technical conditions of the interface (specifications) approved by the SoDra system.
What are the acceptable formats for transparent worker’s identification codes?
Transparent worker’s identification codes may be submitted in printed form or as a digital copy downloaded on a device (mobile phone, computer, etc.).
What is the level of liability of the employer / hosting Lithuanian company?
The employer / hosting Lithuanian company must ensure that all their employees or posted employees doing construction work have transparent worker’s identification codes and they must submit it to the institutions in charge of controlling illegal and undeclared work (the State Labour Inspectorate, the State Tax Inspectorate, the Financial Crime Investigation Service and the police), developer (client) or its authorised contractor.
What are the developer’s (client’s) obligations?
The developer (client) or its authorised representative must ensure that all persons who are on a construction site, namely, employees doing construction work, self-employed persons and other persons on a construction site not doing construction work, are identified.
What are the obligations applicable to other persons who are on a construction site but not doing construction work?
Other persons on a construction site but not doing construction work may be there only if they have a means of identification provided by the developer (client) or their authorised representative. Moreover, their presence must be duly recorded, and indicate the time of arrival and reason for their presence on the construction site.

ELA

MISSION

Mission of the state labour inspectorate of the Republic of Lithuania – preservation of life, health and employability of employees as well as prevention of infringements of safeguarding employees guarantees in labour relations.

CONTACTS/ INQUIRIES

State labour inspectorate of the Republic of Lithuania
19 Algirdo str.
LT-03607 Vilnius
Lithuania
Phone: +370 5 265 0193
Fax: +370 5 213 9751
E-mail: [email protected]
E. inquiry
Example of written inquiry

MANAGEMENT

Jonas Gricius
Phone: +370 5 260 3474
E-mail: [email protected]
Chief State Labour Inspector of the Republic of Lithuania

Dalius Čeponas
Phone: +370 5210 4737
E-mail: [email protected]
Deputy Chief State Labour Inspector of the Republic of Lithuania

ACTIVITIES

Labour inspectors perform prevention of violations of standard acts regulating occupational safety and health, labour relations as well as the prevention of accidents at work and occupational diseases in enterprises, by controlling the compliance with these standard acts (6-7 per cent of registered enterprises in the country are inspected yearly) and by providing consultations to employees, their representatives, trade unions, employers, occupational safety and health services and committees in enterprises, as well as carrying out their educational mission of the public within the framework of their competence. Furthermore, the State Labour Inspectorate is actively encouraging and striving at the consolidation of relations between employers and employees and their organisations, based on the social dialogue and collective agreements.
The State Labour Inspectorate is assigned the function to carry out the control of undeclared work as well as to coordinate activities of institutions carrying out control of undeclared work in accordance with the procedure established by the Government of the Republic of Lithuania. The State Labour Inspectorate by controlling the compliance with laws regulating labour relations, inspects compliance with the provisions of the Labour Code, among them - related with employment contracts, work pay, organisation of work and rest, as well as the enforcement of relevant resolutions of the Government of the Republic of Lithuania and orders of the Ministry of Social Security and Labour.
Labour inspectors inspect if employers in enterprises, institutions and organisations identify hazards and perform risk analysis and assessment, investigate accidents at work, analyse and submit proposals on elimination of their causes and improvement of the occupational safety and health situation in the country, organise and together with representatives of health supervision institutions investigate causes and circumstances of occupational diseases; examine applications and complaints within the framework of the competence of the State Labour Inspectorate; submit comments and proposals on the draft standard acts on the issues of occupational safety and health, labour relations, conclusions on the occupational safety and health training programmes under preparation, participate during the examination of the competence of persons representing employers, persons authorised by employers, as well as the competence of specialists of occupational safety and health services.
Following the established procedure, the State Labour Inspectorate participates in the acceptance for operation of undertakings, their units or individual workplaces and investigation of accidents with equipment or objects, performs the function of the manager of the Register of Potentially Dangerous Equipment, accepts applications from enterprises to assign funds for implementation of accidents at work and occupational diseases prevention measures, etc.
With Lithuania‘s EU membership, besides the supervision of enforcement of existing standard acts, the State Labour Inspectorate is endowed with new functions and obligations: control of working conditions of posted workers from EU countries, control of drivers work and rest time performed on the roads and in the enterprises following the procedure established by EU documents and national standard acts. Pursuant to the Law on European Work Councils of the Republic of Lithuania, the State Labour Inspectorate is commissioned to control the protection and guarantees of workers representatives rights in the European Community companies and their units, operating in our country; the Inspectorate also carries out the functions of the representation of the European Agency for Safety and Health at Work in Lithuania. And these, no doubt, are not the last obligations. In order to be able to execute these obligations, the inspectors are encouraged to upgrade qualifications, to improve administrative and professional capacities aiming at the implementation of the prevention culture by new activity methods, at the same time not leaving out the traditional forms of work, verified by life.
While performing its objectives and developing social partnership, the State Labour Inspectorate cooperates with all trade unions and organisations of employers in the country, also maintains relations with more than 30 governmental institutions and organisations, all municipalities and organizations of counties, Government representatives in counties. Since 1994, the State Labour Inspectorate has a permanent representative in the tripartite Commission of Occupational Safety and Health of the Republic of Lithuania;specialists of the institution on the ongoing basis participate in the activities of the tripartite Council of the Republic of Lithuania.
The complete information on the activities of the State Labour Inspectorate is presented in the yearly report on the status of occupational safety and health and compliance with labour laws in the enterprises, institutions and organisations of the Republic of Lithuania.
The top management of the State Labour Inspectorate, inspectors and specialists accept new challenges, related with economic market changes, with labour relations as well as with the enhanced responsibility in the context of public benefits. We are open for the dialogue with social partners and their representatives in order to improve working conditions, to secure work guarantees for employees more effectively.

HISTORY

The State Labour Inspectorate was established on 16 June 1919 as the Labour Inspection Department under the Ministry of Labour and Social Security, and later was transferred to the Ministry of Interior.
The tasks, competencies, structure of the Inspectorate were defined in the Law on Labour Inspectorate passed in 1924. The Inspectorate became legitimately responsible for legal, technical and material control of labour safety. Inspectors were granted the right to visit enterprises, estate farms and apartments of the employees situated close to them during business hours.
Since 1940, before the reestablishment of the Independence, functions of labour safety were performed by different governmental offices, and control – by republican committees of trade unions.
After the restoration of the Independence of the Republic of Lithuania, in October 1990 the Department of Safety at Work was established under the Government of the Republic of Lithuania. Basically it took care of the technical aspects of safety at work. Therefore under the Resolution of the Government of the Republic of Lithuania dated 16 December 1992, the Department of Safety at Work was reorganised into two bodies under the Ministry of Social Security and Labour: State Labour Inspectorate and Technical Supervision Service, which was later transformed into public institution.

LEGAL BASICS OF ACTIVITIES

Tasks, functions, structure, rights, duties, responsibility of labour inspectors, the procedure of inspections and the working procedure is defined by the Law on State Labour Inspectorate of the Republic of Lithuania, Regulations on State Labour Inspectorate of the Republic of Lithuania, Operational Regulations of State Labour Inspectorate of the Republic of Lithuania. Labour inspectors, while carrying out their duties, among other rights, have the right in relation with identified infringements in the enterprise of legal acts regulating occupational safety and health or labour relations:
- to give ordinance of the established format to a person representing the employer or a person authorised by the employer and to oblige him/her to eliminate the enumerated infringements within the indicated time period;
- to prohibit use of work or personal protective equipment not complying with occupational safety and health requirements;
- to demand to stop works, which endanger occupational safety and health;
- to write a protocol of administrative law violations to a person representing the employer or a person authorised by the employer, to examine the case of administrative law violations and to adopt a decision in the case of administrative law violations to assign a fine (up to €1,448).
Cases of undeclared work according to the protocols of administrative law violations written by labour inspectors are examined and fines (up to €2,896) are issued by courts.
Only courts shall examine cases and issue fines in relation with hindrances for the officials of the State Labour Inspectorate to carry out duties charged to them or in relation to non - compliance with their requirements.

Labour disputes

A worker posted in the Republic of Lithuania shall have an option to protect their infringed rights by filing an application with a labour dispute commission.

What is a labour dispute commission? 
A labour dispute commission is a mandatory institution for hearing labour disputes on the law and for resolution of individual labour disputes and collective labour disputes on the law. Labour dispute commissions function under the territorial divisions of the State Labour Inspectorate. At present, there are 22 labour dispute commissions: 8 in Vilnius, 4 in Kaunas, 3 in Klaipėda, 2 in Šiauliai, 2 in Panevėžys, 2 in Alytus and 1 in Telšiai. Utena and Tauragė counties are served, respectively, by the Panevėžys and Telšiai labour dispute commissions while Marijampolė, Birštonas, Prienai and Kalvarija counties are served by the Alytus labour dispute commission. From July 1st of 2017, after new Labor Code came into force, the Labor Dispute Commettee also deals with disputes concerning the dismissal of a worker, legality of removal from work, and non-pecuniary damage, which was previously settled by the courts.

What is an individual labour dispute?
An individual labour dispute over the law is a disagreement between an employee or other parties of employment relations, one party, and an employer, the other party, arising from the conclusion, amendment, execution or termination of an employment contract, also due to failure to (properly) follow the provisions of labour law in employment relations between the employer and the employee. A party to a labour dispute may also be a former employee, a person who expressed willingness to enter into a labour agreement and was refused, or a person entitled to a remuneration of an employee or other payments related to employment relations.
For example, the disputes may arise over unpaid remuneration, legitimacy of dismissal, removal from work, failure to compensate material damages or grant leave, etc.

What is a collective labour dispute about the law? 
A collective labour dispute about the law is a disagreement between the representatives of workers, one party, and an employer or employer organisations, the other party, over the default provisions of labour law or mutual agreements.

Who can file a case with a labour dispute commission? 
The application can be filed with a labour dispute commission both by workers (or worker groups) and employees, representatives of trade unions or employer organisations, whenever their rights are infringed.

What is the period for filing a labour dispute with a commission?
Within 3 months or, in case of unjustified removal or dismissal from work and violations of a collective agreement, within 1 month of finding out (or when they should have found out) about the violation of rights. The missed period for filing an application may be extended by a decision of the labour dispute commission if the commission finds that the reasons stated in the application are justified. If the commission makes a decision not to extend the filing period, a claim may be filed at a court within one month of the decision of the labour dispute commission concerning the court hearing of the dispute in law.

What documentation should be submitted with an application to hear a labour dispute? 
The key document is a detailed description of the situation in the prescribed form. Such an application is filed in Lithuanian, in writing or by email and signed electronically; the commission must also be provided with other documents, such as employment contracts, remuneration payment slips, work schedules, and work-time records.

Exemplary application form.

How are labour disputes heard and how are decisions made?
After receiving an application from an employee or employer, the labour dispute commission will review the provided documentation and, if needed, interview company employees and collect other necessary information. On a scheduled date, both parties to the labour dispute (employer and employee) will be invited to the commission hearing. The purpose of the hearing is to reconcile both parties. In case of failure to reconcile, the commission shall vote on a decision. All members of the commission have equal votes, i.e. none of them have a casting vote. The commission may also make a decision in absentia of the parties.

What is the period for the resolution of a labour dispute? 
The commission must resolve a labour dispute within one (1) month from the receipt of the application. In individual cases this term might be extended for one (1) month more.

Is there a fee charged for the resolution of labour disputes?
No, this procedure is provided by the state free of charge.

How are the interests of employees and employers represented?
To ensure the effective and transparent resolution of labour disputes, a labour dispute commission consists both of the representatives of employer organisations and trade unions. They are appointed in rotation from a list approved by the Chief State Labour Inspector of the Republic of Lithuania.

What decisions can be made by the labour dispute commission?
The labour dispute commission shall have the right to: 1) oblige the other party to restore rights that were violated due to a breach of the provisions of labour law or mutual agreements; 2) award compensation for material or non-material damage, or, in cases provided for in the provisions of the labour law or agreements, payment of penalties or interest; 3) terminate or modify the legal relations; 4) oblige actions specified in other laws or the labour law provisions.

What should be done if a party is not satisfied with the decision of the labour dispute commission? 
The decisions of the labour dispute commission are binding on the parties and enforceable per civil procedure regulations. But if an employee or an employer disagrees with a decision of the labour dispute commission, they may file a case with a court where the dispute will be heard once again.

How to access a labour law case file?
The parties to a labour law case or their representatives shall have access to the case file on work days, except on the day of the court hearing. The case file may be reviewed on the premises of the State Labour Inspectorate (SLI), at the time agreed in advance with the chairperson or secretary of the labour dispute commission (or, in their absence, with the head of the division of work organisation of labour dispute commissions of the SLI or another authorised person).
The case material must stay on the premises of the SLI at all times. Persons wishing to review a case file must present their identity document and the representatives must present proof of their right to review a case file, sign on the back of the case, and state the review date and time. Persons reviewing a case file shall be prohibited from bending the pages, making notes, striking out or underlining, tearing or causing any other damage to the case file.
If persons entitled to review a case file need to make copies of the documents in the case file, they must submit a request in writing and obtain the permission of the chairperson of the labour dispute commission to make copies of such documents. After permission to make copies of the case file is received, these copies shall be produced no later than within three (3) work days.
Please note that the safety, confidentiality, non-disclosure and/or prevention of the use of data provided by the SLI for unintended purposes shall be the responsibility of the subject who received such data, as provided for by law.

Is a decision of the labour dispute commission taken into consideration by a court hearing the labour dispute?
The court is independent when making decisions; the court will rule solely based on the merits of the case. Nevertheless, when making a decision, a judge may refer to the material collected by the labour dispute commission in the dispute in question and to the decision of the labour dispute commission.

The contact details of labour dispute boards (Lith. DGK):

Vilniaus I DGK - (8 5) 210 4733
Vilniaus II DGK - (8 5) 2104746
Vilniaus III DGK - (8 5) 210 4731
Vilniaus IV DGK - (8 5) 233 7839
Vilniaus V DGK - (8 5) 210 4742
Vilniaus VI DGK - (8 5) 233 7839
Vilniaus VII DGK - (8 5) 260 3384
Vilniaus VIII DGK - (8 5) 210 4742
Kauno I DGK - (8 37) 328 166
Kauno II DGK - (8 37) 328 170
Kauno III DGK - (8 37) 328 184
Kauno IV DGK - (8 37) 32 81 71
Klaipėdos I DGK - (8 46) 495 545
Klaipėdos II DGK - (8 46) 494 759
Klaipėdos III DGK - (846) 210 207
Šiaulių I DGK - (8 41) 524 633
Šiaulių II DGK - (841) 524634
Panevėžio I DGK - (8 45) 433 615
Panevėžio II DGK- (8 45) 469 166
Alytaus DGK - (8 315) 75 320
Telšių DGK - (8 444) 60 664
Alytaus II DGK - (8 315) 61150

Occupational safety and health law of the republic of lithuania articles related to accidents at work

Article 2, paragraph 14:

"14. An incident is a work-related event, during which the employee does not suffer any damage to his health or does not lose working capacity due to suffered damage."

Article 2, paragraph 15:

"15. An event at work, during which the employee suffers damage to his health is an event, including a traffic accident, for which an employee suffers damage to his health or for which an employee dies, and which is investigated according to the established procedure in order to determine the causal relationship with work and is then recognized or not recognized as a workplace accident."

Article 2, paragraph 21:

"21. Workplace accident is an event at work, including a traffic accident, while performing work tasks or being at the workplace, for which an employee suffers damage to his health and becomes incapable to work for at least one day or dies, and which is investigated and recognized as a workplace accident."

Article 2, paragraph 22:

"22. An accident on the way to or from work is an event, including a traffic accident, when an employee is travelling to or from work on the employee's working days on the way between the workplace and:
1) place of residence;
2) place outside of the company's premises at which the employee may be for a break and meal time;
3) place outside of work, where the employee is paid his wage;
4) any other workplace. In this case, an accident on the way to work is investigated by the committee appointed by the employer to whom the employee went."

Article 42, paragraph 1:

"1. Workplace accidents and accidents on the way to or from work are divided into minor, serious and fatal according to their consequences:
1) minor workplace accident is an accident at work, which is not in the category of serious or fatal workplace accidents;
2) serious workplace accident is an accident at work which gravely damages an employee's health. Features classified as pertaining to serious damage to the health are approved by the Minister of Health;
3) fatal workplace accident is an accident at work due to which the employee dies."

Article 43:

"Article 43. Reporting an accident on the way to or from work, workplace events, during which workers are exposed to health hazards, incidents and occupational diseases

1. An employee who was injured during an event at work, for which the employee has suffered damage to his health, during an accident on the way to or from work, or due to acute occupational disease, if able, as well as an employee who has seen the event or its consequences, must immediately notify the head of division, an employer's representative, occupational safety and health service provider or occupational safety and health specialist. The incidents are reported according to the procedures established by the company.

2. An employer's representative or a person authorized by the employer must immediately notify the relevant territorial office and the State Labour Inspectorate about all events at the workplace for which the employee died, or through which his health was seriously damaged. In cases of acute occupational disease for which an employee has died, the employer's representative or a person authorized by the employer must immediately report to the National Public Health Centre under the Ministry of Health.

3. The doctor who suspects a chronic occupational disease, no later than in 3 days must notify the employer, the State Labour Inspectorate and the National Public Health Centre under the Ministry of Health in writing.

4. The employer's representative or a person authorized by the employer shall immediately notify the State Labour Inspectorate about the event at workplace for which the employee has suffered damage to his health, but was not gravely damaged, about an accident on the way to or from work, when there are not enough people to create a bilateral committee referred to in this Law, Article 44 paragraph 2

5. The procedure of notifying about events at work, for which the workers are exposed to health hazards, accidents on the way to or from work and occupational diseases, and their registration is laid down in the relevant regulations of investigation and registration of Workplace accidents and Occupational diseases".

Article 44:

"Article 44. Investigation of workplace accidents, for which employees are exposed to health hazards, incidents, accidents on the way to or from work, and occupational diseases

1. An event at work, for which an employee is exposed to health damage, an accident on the way to or from work must be investigated and the results recorded according to the Workplace accident investigation and registration regulations. The incident is investigated and registered according to the procedures established by the company. The circumstances and reasons of a workplace accident for which the employer was exposed to health hazards and ways to prevent the causes of similar events are determined during the investigation.

2. An event at work, for which the employee suffered damage to his health, but was not gravely injured, an accident on the way to or from work are investigated by the bilateral committee approved by the order of the representative or another document, consisting of the representative(s) of safety and health of the employer (appointed by the employer's representative) and the employee.

3. The event at work, for which an employee suffers damage to his health or dies, is investigated by the State Labour Inspectorate, in the presence of representatives of safety and health of the employer and the employee. The State Labour Inspectorate shall also investigate the accident at work, for which the employee has suffered damage to his health, but was not gravely injured, and an accident on the way to or from work, when there is not enough staff at the company for a bilateral committee referred to in paragraph 2 of this Article, or when the employer or the employee in disagreement with the investigation act of the workplace accident or the accident on the way to or from work investigated by the bilateral committee submits a complaint to the chief state labour inspector.

4. An event at work, for which the employee suffers damage to his health or dies from work-unrelated illness or in an attempt to kill himself when violence is used against him, if the circumstances and motives of the violent act are unrelated to work, when an employee makes a criminal offence or arbitrarily (without employer's knowledge) works for himself (his own interests), is not recognized as a workplace accident.

5. A case of occupational disease must be investigated, the findings of occupational disease cause investigation and confirmation must be listed in the investigation act of occupational disease cause and the confirmation act of an occupational disease according to the procedure determined in the Occupational disease investigation and registration regulations.

6. An employee or an authorized person may take part in the investigation of the event at work, which results in harm to health, or accident on the way to or from work, or occupational disease, has the right to access the investigation file, must get the investigation act of the workplace accident, or accident on the way to or from work, or causes of occupational disease and the act of occupational disease confirmation.

7. If the employee or the employer disagrees with investigation acts of the accident at work, or an accident on the way to or from work, or causes of occupational disease, he can appeal to the chief state labour inspector. Chief state labour inspector's decision on the requests, which appealed against the investigation acts of the accidents at work, or an accident on the way to or from work, or causes of occupational disease may be appealed to the Court of Administrative Proceedings in accordance with law.

9. The event at work for which an employee incurs damage to his health, or for which 3 or more employees died, are investigated by a committee. The chairman of this committee is the the chief state labour inspector; the members: chief state labour inspector deputy, Head of State Labour Inspectorate Territorial Division and 2 labour inspectors of this division. During the investigation, the representatives of the employer and of the employee must participate.

10. Acute occupational diseases for which 3 or more employees died are investigated by a committee. The chairman of this committee is the the chief state labour inspector; the members: the head (or his deputy) or his appointed representatives of the National Public Health Centre under the Ministry of Health, the head of State Labour Inspectorate Territorial Department, the inspector of the State Labour Inspectorate Territorial Department. During the investigation, the representative of safety and health of the employer and of the employee must participate.

Article 45, paragraph 5:

"5. All events at work, for which the employee is exposed to health hazards, accidents on the way to or from work, and occupational diseases are registered according to the regulations of workplace accident investigation and registration, and the occupational diseases investigation and registration."

Starting from the reestablishment, the State Labour Inspectorate actively tried to take up the working methods of the European countries, based on the provisions that in enterprises employers are primarily responsible for the establishment of the system ensuring occupational safety and health, its implementation, improvement, by identifying hazards at work as well as assessing risks, and ensuring the ongoing operation of this system. Therefore already in May 1993 the first training course was arranged, where lectures were given by the experts from the International Labour Organisation and Denmark. In the course of all the years of reestablishment of the State Labour Inspectorate, Lithuanian labour inspectors were widely and extensively trained under training programmes prepared by experts from Denmark, Sweden, Norway, Germany, France, United Kingdom and other countries as well as PHARE programme. The State Labour Inspectorate has covered a long and complicated road in the international activities – from the first seminar in 1993 till participation in the seminars and conferences organised by other countries: presentations delivered in Nicosia, London, Wroclaw, Stockholm, Paris, Tallinn, Riga, etc.
Before Lithuania entered EU, inspection visits to enterprises of Lithuanian labour inspectors were observed by the group of specialists from four countries, constituted by the Senior Labour Inspectors Committee, making the evaluation of labour inspection systems of candidate countries. Both the inspections and general activities were evaluated positively and it was stated that the State Labour Inspectorate of the Republic of Lithuania fully complies with the standards of labour inspectorates operating in the EU countries.
The State Labour Inspectorate is a member of the International Association of Labour Inspection (IALI) from 1994, and from 1995 – a member of Senior Labour Inspectors Committee (SLIC), and maintains contacts with analogous establishments and institutions from other countries. Cooperation agreements are signed with labour inspectorates of Poland, Latvia, and Estonia. 
With Lithuania‘s membership in the EU, according to the new status representatives of the State Labour Inspectorate are actively involved in the international working groups on concrete issues of occupational safety and health (,,Machinery“, ,,Enforcement“, ,,Common principles of inspection“, ,,European strategy. Activity programme project“, ,,Efficiency indicators of Labour Inspectorate“, ,,European construction campaign“, ,,Asbestos“, etc.), various campaigns, evaluation of inspection systems of other countries. Currently 14 specialists of the State Labour Inspectorate participate in the activities of various EU working groups.


The competence improvement visit to Nordic countries 2018