Subsidies to employers are still available – in this article, we offer an overview of available subsidies and eligibility criteria. We are also introducing key aspects to take into account when organising work post-quarantine.

Subsidies during the state of emergency

Although the quarantine has been lifted in Lithuania, employers can still declare idle time and receive subsidies on employees’ salaries if:

  • due to the former quarantine and/or state of emergency, the employer is still unable to provide employees with their agreed work; and
  • due to the nature of organising work there is no possibility to work remotely; and
  • the employee does not agree to work in another job offered (if such a job can be offered).

Subsidies will be paid for as long as the state of emergency declared by the Government continues and employees are on idle time that meets these requirements.

Read more about subsidies here.

Subsidies for employees aged 60 and over

Employers who ‒ due to the previous quarantine and/or state of emergency ‒ are unable to provide agreed work to employees aged 60 or over and have therefore declared idle time as a result, are entitled to increased subsidies to compensate for their salaries.

Subsidy rates:

  • 100% of the employee’s salary during idle time, but not more than EUR 607 gross (i.e. one minimum monthly salary) for the entire month of idle time; or
  • 70% of the employee’s salary during idle time, but not more than EUR 910.50 gross (i.e. one and a half minimum monthly salary) for the entire month of idle time.

Subsidies to employers after idle time or quarantine

Employers who meet the established criteria can receive subsidies for employees’ salaries for up to six months (but no later than until 31 December 2020):

  • employers who declared idle time for employees during the quarantine, received subsidies to compensate employees’ salaries during idle time, and maintained their jobs; or
  • employers included in the list of companies affected by COVID-19 compiled by the State Tax Inspectorate (information about the list is available on the STI website); or
  • before the quarantine, received subsidies to compensate for the salaries of supported employees (e.g., employees with disabilities), declared idle time during the quarantine, received subsidies to compensate for salaries of employees during idle time, and maintained these jobs.

Subsidies usually amount to 30-100% of the employee’s salary, but not more than EUR 607 (i.e. one minimum monthly salary) or, if the employer is included in a special list due to its activities – EUR 1,214.

Read more about subsidies here.

Required documents and information on submissions procedures are available on the Labour Office website.

Safely organising work after quarantine

Before returning to work in offices and other workplaces, we recommend contacting occupational safety and health specialists and assessing whether employees’ working conditions meet the safety requirements applicable during the emergency. Although the quarantine has been lifted, the recommendations of various institutions regarding organising work have remained, so it is vital to properly prepare the workplace for employees’ return.

If you continue to allow employees to work remotely, assess whether there is a need to review existing remote working agreements or appropriate rules to ensure smooth work and protect the interests of the employer.