Employer of Record is allowed in Lithuania with limits. There is no EOR statute; where you direct and supervise the employee, the arrangement falls under temporary agency work (Labour Code arts. 72-80), and only a company in the State Labour Inspectorate (VDI) register may be the employer in a temporary work contract (e-seimas.lrs.lt, checked 2026-10-07).
Employer contributions are 1.77% of gross on an indefinite contract: EUR 785.88 on a EUR 44,400 salary (e-seimas.lrs.lt, checked 2026-10-07). The EOR fee comes on top, from $99 to $699 per month at starting prices.
Of the 18 providers, only Remote’s own contract terms name its Lithuanian employer and call it a temporary employment agency. We could not open the VDI list, so we say nothing about who is on it; ask any provider for its VDI list entry. A non-EU hire can go through such an agency only on narrow Aliens Law conditions: full-time for at least six months, pay no lower than the average gross wage.
An Employer of Record suits a person you direct like your own staff when you have no Lithuanian company. An independent specialist can work as a contractor (payouts). As the client you keep duties of your own: equal conditions, subsidiary liability for equal pay, and a list of prohibitions.
Employing someone in Lithuania: key facts
Lithuania sets one national minimum wage and one set of employer contribution rates; the Labour Code sets working time, leave and dismissal. Everything below is statutory unless marked otherwise.
Minimum wage
One national rate, no regional rates; the Government sets it under Labour Code art. 141(3) and collective agreements may set a higher one (e-seimas.lrs.lt, checked 2026-10-07).
National minimum gross wage, EUR per month, in force on 31 December each year; 1 January is taken from the resolutions’ own titles. Source: Government Resolution No. 700 of 2025-10-16 and earlier resolutions, checked 2026-10-07.
Employer contributions
The employer pays four Sodra-collected contributions; the employee pays 19.50% (12.52% state social insurance and 6.98% health insurance) (e-seimas.lrs.lt, eurofast.eu, checked 2026-10-07).
Contribution
Rate, indefinite contract
Rate, fixed-term
Unemployment insurance
1.31%
2.03%
Guarantee Fund
0.16%
0.16%
Long-term Employment Benefit Fund
0.16%
0.16%
Accident insurance, group I
0.14%
0.14%
Total
1.77%
2.49%
Ceiling: 60 average wages (VDU), 60 x EUR 2,312.15 = EUR 138,729 a year in 2026 (kpmg.com, checked 2026-10-07). We did not confirm that it caps the employer’s unemployment and fund base separately.
Group I is our assumption, the office and IT case. Group II would be 0.49% (total 2.12%), III 0.70%, IV 1.40%; we did not check the group of a staffing entity.
The four rates did not change in 2021-2026; only the ceiling and the group II rate moved, so there is no history chart.
Working hours and overtime
Standard week: 40 hours unless a shorter norm applies (art. 112(3)) (e-seimas.lrs.lt, checked 2026-10-07).
Overtime needs the employee’s written consent, with exceptions for emergencies, urgent repairs and collective agreements. At most 8 hours per 7 days (up to 12 with written consent) and 180 hours a year (arts. 119, 144(4)).
Pay: at least 1.5x for overtime; 2x on a rest day or at night; 2.5x on a public holiday.
Annual leave and public holidays
Annual leave: at least 20 working days on a 5-day week, 24 on a 6-day week; 25 for under-18s, single parents of a child under 14 and employees with a disability (art. 126(2)-(3)) (e-seimas.lrs.lt, checked 2026-10-07).
Public holidays: 14 entries in art. 123(1), 16 calendar days because Easter and Christmas each take two. 1 Jan, 16 Feb, 11 Mar, Easter Sunday and Monday, 1 May, Mother’s Day (first Sunday of May), Father’s Day (first Sunday of June), 24 Jun, 6 Jul, 15 Aug, 1 Nov, 2 Nov, 24 Dec, 25-26 Dec. The count is ours, from the statute list.
Work on a holiday needs consent and pays at least 2x (arts. 123(2), 144(2)).
Probation
Up to 3 months, not extendable by agreement; proportionally shorter for a fixed-term contract under 6 months (art. 36(2)) (e-seimas.lrs.lt, checked 2026-10-07).
The employer may end the contract in probation with 3 working days’ written notice and no severance.
From 2026-11-01, an employee whose contract salary is at least 2x the national average monthly gross wage may have a probation of up to 6 months (Law XV-1058) (e-seimas.lrs.lt, checked 2026-10-07).
Notice and severance
Ground
Employer notice
Severance
No employee fault, e.g. redundancy (art. 57)
One month; two weeks if employed under a year; longer for protected groups
Two months’ average pay; half a month if employed under a year; plus a long-term-work benefit from the Fund
Employer’s will (art. 59)
3 working days
At least six months’ average pay; from 2026-11-01 needs a justified reason
Termination without the parties’ will (art. 60(3))
Not read
One or two months’ average pay, by ground
Source: e-seimas.lrs.lt, checked 2026-10-07. Dismissal for employee fault (art. 58) needs a written explanation first. The long-term-work benefit is paid by the Fund, financed by the employers’ 0.16%; its amount and eligibility we did not read.
13th salary and bonuses
Not mandatory. We found no provision for a 13th or 14th salary in the Labour Code edition we read; bonuses follow art. 142 and the contract. This is the absence of a provision, not an express statement (e-seimas.lrs.lt, checked 2026-10-07).
Mandatory benefits
No mandatory employer pension or private insurance beyond the contributions above.
Sickness: the employer pays sick benefit for the first 2 calendar days, between 62.06% and 100% of average earnings; Sodra pays from day 3 (socmin.lrv.lt, checked 2026-10-07; seen only in search extracts).
Employer-paid voluntary health insurance above EUR 350 a year is taxable income from 2026 (grantthornton.lt, checked 2026-10-07).
Work permits
A third-country national needs a residence permit for work; most cases have no separate work permit (e-seimas.lrs.lt, Aliens Law, checked 2026-10-07).
Employer route, art. 44(1)(2): at least 6 months full-time, salary at least the last published national average monthly gross wage, and a qualification or one year of relevant experience in the last three.
Agency route, art. 44(1)(3): a temporary employment agency in the VDI register commits to employ the person full-time for at least 6 months, at no less than the same average wage during work in Lithuania and at least the minimum monthly wage between assignments.
Both routes count against an annual quota capped at 1.4% of the population; once it is used, the salary must be at least 1.2x the average wage (art. 44(5)). The permit lasts up to 2 years and ties the person to the committing employer (arts. 44(6), 62(4)).
Refusal or revocation if the agency is not on the register or is removed from it. The 2026 quota size and the average-wage figure were not confirmed from primary sources.
Currency and payroll
EUR. Pay is due at least twice a month, or once a month if the employee asks, and the month must be settled within 10 working days after it ends (art. 146(1)) (e-seimas.lrs.lt, checked 2026-10-07). Reference rate on 2026-10-06: 1 EUR = 1.1269 USD (ecb.europa.eu, checked 2026-10-07).
Is Employer of Record legal in Lithuania?
Allowed with limits. Lithuanian law has no EOR statute. Where the client directs and supervises the employee, the arrangement falls under temporary agency work (Labour Code arts. 72-80). Only an employer entered in the register of temporary employment agencies kept by the State Labour Inspectorate (VDI) may be the employer in a temporary work contract (art. 72(2)); the register is not kept by the Employment Service (e-seimas.lrs.lt, checked 2026-10-07). See the Employer of Record glossary entry.
The one law-firm comment we found that names EOR is Ius Laboris, 2022: if the company only concludes and ends the employment contract and pays pay and costs, it is most likely a temporary work agency; if the client supervises the work, the client is a user undertaking; if the client reimburses salary, leave pay and severance, that also points to agency employment (mondaq.com, checked 2026-10-07). It predates the 2025 criteria below.
The rules that matter to a client:
Register. Since 2020-08-01 the VDI keeps a public list. Criteria (art. 72-1): no suspension, bankruptcy or liquidation; at most one fine in the last year for illegal or undeclared work; limits on the manager’s penalties and convictions; no debts to the state budget or Sodra and no unpaid wages. Since 2025-01-01 the agency must also file the monthly report to the VDI and have had temporary workers for at least three consecutive calendar months, or it is struck off; a new application is possible 6 months after removal (e-seimas.lrs.lt, checked 2026-10-07).
Open point. The Government procedure asks for the legal entity’s name, code and addresses. Whether a foreign company with no Lithuanian code can be entered, and whether arts. 75, 78 and 79 bind a client with no workplace in Lithuania, we did not find. Ius Laboris says such a client does not need to register in Lithuania for tax purposes if staff are employed through a temporary work agency.
Placement mechanics. The contract sets how the worker is sent and recalled and pay for assignments and between them. The first 5 working days between assignments in a row are unpaid (no more than once a month); other days pay at least the minimum monthly wage. A fixed-term temporary work contract, including consecutive ones with gaps under 2 weeks, may run at most 3 years (arts. 72-76).
Equal treatment. The user must give the worker the same rules as its own staff on working time, rest, overtime, leave and holidays, non-discrimination and protection of pregnant women, young people and parents (art. 75). The agency ensures pay not lower than the user would pay in the same job.
Third-country nationals. Only the agency route above, and the permit is refused or revoked if the agency is struck off. Agencies were effectively shut out of it from 2018 until the amendment in force 2022-08-01 (lynx.legal, checked 2026-10-07).
Risks the client carries:
Subsidiary liability for pay. If the agency does not pay the equal-treatment pay, the user company must (art. 75(2)); Ius Laboris adds that the worker can claim directly from the user.
Harm and safety. The user is liable for harm it causes the worker and must brief the worker in writing and take safety measures before work starts (art. 78).
Prohibitions. The user may not use temporary workers to replace strikers or dismissed staff, restrict their training or chance of permanent hire, or withhold safety information from the agency (art. 79(3)). An agreement that restricts the worker’s hiring by the user is void (art. 79(1)).
Unregistered agency work. If the employer is not on the register but the client directs the work, Ius Laboris describes administrative liability with fines and confiscation of income; for foreigners, illegal work brings hiring restrictions and loss of subsidies. The penalty articles were not read, and what falls on a foreign client with no Lithuanian presence we did not find.
Termination. Severance sits with the employer by statute: two months for redundancy, at least six for dismissal at the employer’s will. See also co-employment.
Who actually employs your hire in Lithuania
We compared the 18 providers that operate in Lithuania on two sources: the vendor’s own pages and the Lithuanian company register as shown on rekvizitai.vz.lt (checked 2026-10-07). The VDI list of temporary employment agencies was closed to us, so we say nothing about who is on it, except what Remote’s own terms state.
Its Local Terms name Remote Lithuania UAB (305888351) as employer and say it “acts as a temporary employment agency as defined in the Article 72 of the Labour Code”. Registry matches: “labour exchange, employment”, 65 insured in Sodra
Lists “Boundless Payroll Lithuania UAB” among its offices. Registry has the company (305774586) with activity “accounting services”; who employs clients’ staff is not clear
Page names no entity. A Lithuanian company named Oyster HR Lithuania, UAB (306046801) is registered; the vendor doesn’t state it. Activity “labour exchange, employment”
Page names no entity; its entity list has no Lithuania. A company named Multiplier Technologies Lithuania, UAB (306059962) is registered, owned by an individual; the vendor doesn’t state it. Activity “labour exchange, employment”
Page speaks of “global entity infrastructure”. A company named Globalization Partners Lithuania, UAB (305908601) is registered; the vendor doesn’t state it. Activity “consulting services”
Page says “The EOR becomes the legal employer of your Lithuanian team members”, a description of the service. A company named Playroll Lithuania, UAB (307601960), founded 2026-03-09, is registered; the vendor doesn’t state it. Activity “computer software development”
Page offers a “Direct EOR” and names no Lithuanian entity. A company named Atlas Technology Solutions Lithuania, UAB (304400094) is registered; the vendor doesn’t state it. Activity “activities of employment placement agencies” per scoris.lt
Page names no entity. A company named Horizons Global Technology Lithuania, UAB (307411014), founded 2025-08-29, is registered; the vendor doesn’t state it. Activity “consulting services”
Its Lithuania pages did not open at our check; its Lithuania offer is known only from search-result titles
Not found
All checked 2026-10-07. “Own entity” for Remote rests on its own terms plus a matching registry card; for Boundless, on the vendor’s own list. Providers not in the table: Rippling, Rise, Kleos and Remozo (their pages don’t confirm Lithuania as an EOR country) and Justworks (Lithuania is not on its EOR country list).
Own entity counts Remote (own terms plus matching registry card) and Boundless (vendor’s own office list; employer role unclear). Providers with a similarly named registered company count as not disclosed. Source: vendor pages, rekvizitai.vz.lt, checked 2026-10-07.
Sixteen of the 18 don’t name their Lithuanian employer, and for six a company with a matching brand name is registered that the vendor doesn’t mention. That matters because only a company on the VDI register may be the employer in temporary agency work, and we could not read that list. Before signing, ask: “Which Lithuanian company signs my employee’s contract, and what is its entry in the VDI list of temporary employment agencies?”
How to choose an EOR in Lithuania
Want the employer named in writing? Remote is the one provider whose own terms name the Lithuanian employer and describe it as a temporary employment agency under Article 72; the registry card matches, and the vendor says it meets the requirements. We could not confirm its VDI entry, so ask for it. For everyone else, ask the question above.
Hiring a non-EU national? Only the agency route fits: a VDI-registered agency, full-time for at least 6 months, pay no lower than the average gross wage, inside the quota. A provider outside the register means refusal or revocation of the permit. Whether a foreign EOR without a Lithuanian company code can be the committing employer is open; ask in writing which Lithuanian company would commit and under what article.
Expect a long hire? A fixed-term temporary work contract is capped at 3 years, and pay between assignments has a floor at the minimum wage. Ask the provider in writing what contract it would sign for a hire of several years and what happens between assignments. Your protection is that a clause barring you from hiring the worker directly is void.
Price against completeness? Among prices on a Lithuania page, Skuad is lowest at $299 a month, a promotion with list price $399; Deel starts at $599 and Remote is $699. Boundless starts at $199 globally, Native Teams at $99. Price tells you nothing about the legal basis; compare it after you have the answer to the VDI question.
Why it fitsLocal Terms name Remote Lithuania UAB as employer and temporary employment agency under Article 72; registry card matches. $699/month on its Lithuania page.
A Dublin-based EOR/AOR platform, now part of Payoneer Workforce Management, with transparent published pricing and a rare public refusal to operate in Spain — but thin entity disclosure and reviews.
7.0/10
★ 4.8 · 28 reviews
EOR price
From $199/mo per employee
Coverage
110+ countries
Time to hire
Vendor claim: hire "within a few days"; no SLA published
Support
Avg response <1hr, resolution <1 day; no 24/7 claim
What stands out
Published, comparatively low EOR starting price ($199/€175/£149 per employee/month) with no setup fees
Only vendor reviewed that publicly refuses EOR in Spain and explains the legal reasoning
Confirmed direct-licence or entity registration in Canada, Germany, the Netherlands and the UK
Not a fit for
buyers needing documented owned-vs-partner entity status in every target market
teams wanting a dedicated Contractor-of-Record product — Boundless's AOR keeps contractors self-employed
A global hiring platform (now a Payoneer company) covering 160+ countries across EOR, Agent of Record and contractor management, with rare published starting prices — strong for buyers who want transparent entry pricing and broad coverage in one tool.
8.0/10
★ 4.6 · 312 reviews
EOR price
Starting from $199 per employee/month
Coverage
160+ countries
Time to hire
Not publicly stated
What stands out
broad coverage: 160+ countries for EOR and contractors
published starting prices (EOR $199, AOR $99, CMS $19 per month)
payroll in 70 currencies
Not a fit for
buyers who require named security certifications (SOC 2/ISO 27001) published before purchase
buyers needing a dedicated Contractor of Record product
A global employment specialist with EOR in 150+ countries on an owned-entity network, a dedicated Contractor of Record, global payroll and published flat pricing — strong for compliant hiring across many markets with transparent EOR/contractor costs.
8.4/10
★ 4.7 · 2168 reviews
EOR price
Starting at $400 per month
Coverage
150+ countries
Time to hire
Vendor claim: onboard global hires in 24 hours; compliant contract in 5 minutes (not an SLA)
Certifications
SOC 2 Type I, SOC 2 Type II, SOC 3, ISO 27001:2022
What stands out
EOR live in 150+ countries on an owned-entity network
dedicated Contractor of Record (classification, contracts, tax, payments)
published flat pricing for EOR ($400) and contractors ($40), no minimum headcount
Not a fit for
buyers needing an all-in-one HR/IT/Finance suite beyond global employment
buyers who require published global-payroll list pricing up front
Why it fitsA company named Multiplier Technologies Lithuania UAB is registered, owned by an individual; Multiplier doesn't state it. Core $459/month, global.
The oldest, most analyst-recognized EOR (founded 2012) — deepest certification stack and widest documented country footprint, but no owned-entity disclosure or dedicated Contractor of Record product.
8.3/10
★ 4.4
EOR price
From $599/mo per employee
Coverage
180+ countries
Time to hire
Vendor claim: 'hire anywhere in minutes'; no SLA published
A transparently-priced EOR and contractor platform with broad 180+ country coverage and unusually strong Africa/Middle East reach. Best for cost-conscious SMBs that want published prices and hands-on support over deep automation.
7.6/10
★ 4.7 · 209 reviews
EOR price
$399 per employee/month (no minimum)
Coverage
180+ countries
Time to hire
Vendor claim: EOR onboarding in 2-5 days; compliant contract generated in ~5 minutes
Certifications
SOC 2, GDPR
Support
24/5
What stands out
Transparent flat pricing: EOR $399/employee/mo, contractor $35/contractor/mo, no onboarding/offboarding fees
Broad 180+ country coverage with strong Africa/MENA reach
Fast self-claimed onboarding (2-5 days) and well-reviewed dedicated CSM/ESM support
Not a fit for
enterprises needing deep HRIS/finance integrations
buyers needing a dedicated Contractor of Record product
A long-running (2015) direct-entity EOR — broadest owned-entity claim (160+ countries), a capped misclassification-protection AOR product, but no Contractor of Record and thin independent review volume.
7.7/10
★ 4.2 · 101 reviews
EOR price
From $599/mo per employee
Coverage
160+ countries
Entity model
no partners
Time to hire
Vendor claims conflict: 'days' vs '2 weeks'; no SLA
Certifications
ISO 27001, ISO 27017, ISO 27018, GDPR
Support
24-hour support team (vendor claim); 15+ languages
What stands out
160+ countries with owned legal entities and no third-party partners — the widest such claim reviewed
Transparent, publicly listed pricing for both EOR ($599/employee/month) and AOR ($199/contractor/month)
AOR ships with a capped, quantified Classification Protection benefit ($100k/contractor/month, $1M aggregate per client)
Not a fit for
buyers needing a true Contractor-of-Record product, not an authorized-agent AOR
companies with their own local entities needing standalone global payroll
A profitable, VC-free global-employment company that rebranded from Horizons in 2026, with strong G2/Capterra scores — but a split brand identity and no disclosed owned-vs-partner entity count.
7.8/10
★ 4.6 · 495 reviews
EOR price
From $199/mo per employee
Coverage
150+ countries
Time to hire
Local contracts in 24-48 hrs; up to 2-4 weeks elsewhere
Certifications
SOC 2 Type II, ISO 27001, GDPR
Support
Business hours; avg response <2hrs (top tier)
What stands out
Founded 2018 and profitable without VC funding - a longer, more stable track record than several younger rivals
Consistently high G2 (4.7/334) and Capterra (4.9/72) scores
Widest product range reviewed here: EOR, COR, contractor management, global payroll, US PEO, recruitment, incorporation
Not a fit for
buyers wanting a single, unchanging brand name and URL for contracts
teams that require a disclosed, numeric owned-vs-partner entity split before signing
A work-and-payments platform that combines EOR, a dedicated Contractor of Record product, contractor payments and global payroll across 95+ countries, with unusually transparent published 'starts at' pricing for a global-employment vendor.
7.9/10
★ 4.7 · 367 reviews
EOR price
Starts at $99/per employee per month
Coverage
95+ countries
Time to hire
Not stated as a number; vendor claims '3x faster onboarding' (relative claim only)
Certifications
GDPR, SOC 2, ISO, PCI DSS
What stands out
EOR, Contractor of Record, contractor pay and global payroll on one platform
transparent published 'starts at' pricing ($19-$149/mo) — rare among EOR vendors
dedicated CoR product in which Native Teams is the contracting party for the contractor, which reduces misclassification risk
Not a fit for
buyers needing a named, audited certification set (specific ISO 27001 / SOC 2 type)
One of the oldest players in the category (payroll since 2008, EOR since 2009/2010) — a large logo base and solid ratings, but no published pricing and a mixed entity model.
7.5/10
★ 4.2 · 141 reviews
EOR price
On request
Coverage
187+ countries
Time to hire
Vendor claim: 2 days once accepted; 1-2 weeks standard
Certifications
GDPR
What stands out
Founded 2008, among the longest-operating vendors in the category; still led by founder/CEO Bjorn Reynolds
1,500+ organizations served, and independently registry-confirmed owned entities in at least Spain and Singapore
NelsonHall NEAT 2025 Leader (Global EOR services) and a G2 Fall 2026 Leader badge for Contractor Management
Not a fit for
buyers who want to compare EOR pricing without a sales call
teams that need one uniform, publicly-verifiable owned-entity story across every country
A budget-friendly, transparently-priced EOR with broad headline coverage (185+ countries) and a free contractor-management tier. Strongest for cost-conscious teams that want published prices up front rather than a sales quote.
7.8/10
★ 4.4 · 440 reviews
EOR price
Starts at $199 per employee/month
Coverage
185+ countries
Time to hire
Vendor claim: 1-3 days in most locations once documentation and contracts are approved
Certifications
ISO 27001, SOC 2 Type II, GDPR
Support
24/5 customer support; 24/7 for hiring managers and global employees
What stands out
Transparent published pricing: EOR from $199/employee/month, free contractor tier, $25/mo premium contractor tier
Broad headline coverage: EOR in 185+ countries, contractors in 150+, visas/work permits in 110+
Stated no setup fees, minimum contracts or termination fees
Not a fit for
buyers needing a dedicated Contractor of Record product
enterprises requiring extensive compliance attestations beyond ISO 27001 / SOC 2 Type II
A global HR and payroll platform with a notable focus on the Middle East, Africa and other emerging markets. RemotePass covers EOR, a dedicated Contractor of Record, contractor management and local payroll across 150 countries, and is one of the few in this set to publish list pricing.
7.9/10
★ 4.4 · 804 reviews
EOR price
Starting at $349/mo per employee (includes tax)
Coverage
150+ countries
Time to hire
Onboard new team members within days
Certifications
SOC 2 Type I, SOC 2 Type II, GDPR
What stands out
dedicated Contractor of Record that explicitly addresses worker-misclassification risk
published per-seat pricing for EOR ($349), CoR ($299), Local Payroll ($15) and Contractors ($39)
strong MENA/emerging-markets coverage incl. KSA and UAE, with visa sponsorship and relocation
Not a fit for
buyers needing the very broadest country footprint
buyers requiring ISO 27001 or SOC 1 attestations stated up front
A young but fast-growing global-employment platform (180+ countries) with a real owned-entity core (38 entities), transparent flat pricing and standout human support. Best for SMBs — especially European — that value hands-on support and predictable pricing over deep automation.
7.6/10
★ 4.4 · 391 reviews
EOR price
From ~€299 per employee/month (varies by country/headcount)
Coverage
180+ countries
Entity model
38 owned
Time to hire
Vendor claim: ~48 hours in standard markets, same-day in some; longer in complex jurisdictions
Certifications
SOC 2 Type II, ISO 27001, GDPR
Support
24/7
What stands out
Broad 180+ country reach with a real owned-entity core (38 entities), not pure-partner
Transparent flat pricing; no setup/offboarding fees or annual lock-in
Fast onboarding (~48h standard) and strongly-rated 24/7 human support
Not a fit for
enterprises needing deep HRIS/finance integrations and advanced analytics
A 12-year EOR (rebranded from Velocity Global in 2025) with a large G2 review base and analyst recognition across 185+ countries, but thin transparency on entity ownership and pricing.
7.8/10
★ 4.6 · 603 reviews
EOR price
$399/mo per employee
Coverage
185+ countries
Time to hire
Vendor claim: 'as little as 24 hours', no entity needed
Certifications
SOC 2 Type 2, ISO/IEC 27001:2022, GDPR
Support
Vendor claim: guidance available any time, in-house experts
What stands out
12-year track record (est. 2014) with $1B in annual global payroll processed and 200+ in-house legal experts
SOC 2 Type 2 and ISO/IEC 27001:2022 certified; states GDPR-principle compliance
Large, strongly rated G2 footprint: 4.6/5 from 597 reviews
Not a fit for
buyers needing a true Contractor-of-Record product, not general contractor management
teams that require a fully disclosed owned-vs-partner entity count before signing
A young (2023) AI-native EOR with transparent flat pricing across EOR, contractor management and payroll — but unverifiable country-ownership claims and a thinner track record than established rivals.
A payroll- and payments-led global workforce platform for enterprises, with EOR and global payroll across 160+ countries and a published 'from $599/mo per employee' EOR price — strongest when payroll depth, payments control and pricing transparency matter.
8.2/10
★ 4.3 · 154 reviews
EOR price
From $599/mo per employee
Coverage
160+ countries
Entity model
40 owned
Time to hire
Vendor claim: bulk onboarding of up to 1,000 EOR workers at one time; no per-worker time SLA stated
Certifications
ISO 27001, ISO 27701, SOC 1 Type II, SOC 2 Type II
What stands out
EOR and global payroll across 160+ countries
published EOR price (from $599/mo per employee) plus tiered payroll pricing — unusually transparent for the category
owns/operates EOR entities in 40 countries and contractor (AOR) entities in 180
Not a fit for
buyers who require EOR via the provider's own entity in most countries (only 40 are owned/operated)
those needing a dedicated Contractor-of-Record product
buyers who require EOR via the provider's own entity in most countries (only 40 are owned/operated)
What it costs to employ someone in Lithuania through an EOR
The EOR is a large-payroll employer in Lithuania on an indefinite contract. Gross pay is EUR 3,700 and EUR 7,400 a month (EUR 44,400 and EUR 88,800 a year), about USD 50,000 and USD 100,000 at the ECB reference rate of 1 EUR = 1.1269 USD on 2026-10-06 (ecb.europa.eu, checked 2026-10-07). Both salaries are below the EUR 138,729 contribution ceiling and above the EUR 1,153 minimum wage. We assume accident insurance group I, the lowest tariff; a fixed-term contract would be 2.49%, group II 2.12%.
Unemployment 1.31% x 44,400 = 581.64; Guarantee Fund 0.16% = 71.04; Long-term Employment Benefit Fund 0.16% = 71.04; accident group I 0.14% = 62.16
EUR 88,800
EUR 1,571.76 (EUR 130.98 a month)
1.77%
Unemployment 1.31% x 88,800 = 1,163.28; Guarantee Fund 0.16% = 142.08; Long-term Employment Benefit Fund 0.16% = 142.08; accident group I 0.14% = 124.32
The four rates were the same in every year 2021-2026, and the contribution ceiling rose from EUR 81,162 to EUR 138,729 without touching either salary, so the cost on a EUR 44,400 salary was EUR 785.88 each year.
Not included: the employee’s 19.50%, which the employee pays; sick pay for the first 2 days; holiday pay; severance; voluntary benefits; and the EOR fee. There is no mandatory 13th salary to add.
The EOR’s own fee comes on top. Prices are in USD per employee per month. Three vendors show a price on a Lithuania page: Skuad $299 promotional (list $399, discount depends on hiring volume), Deel from $599 (management fee) and Remote $699. Starting prices elsewhere in the table are global and run from $99 (Native Teams) to $699 (Oyster). Safeguard Global, Atlas and Papaya Global publish none that we found. Per-vendor figures are in the table above.
Hidden costs, where published:
Deel’s page lists an “Employer Liability Cost”, an administrative fee of 0.60% (deel.com, checked 2026-10-07).
Playroll lists no minimum commitments on its global pricing page (playroll.com, checked 2026-10-07).
For every other vendor, setup fee, deposit, minimum term and termination fee are not published for Lithuania. Treat a blank as unpublished, not zero.
When you don’t need an EOR
A role that is employment should not be relabelled as a contract. A non-EU national can be employed by an agency only if it is in the VDI register, for at least 6 months full-time. Source: Aliens Law art. 44, Labour Code arts. 72-80, checked 2026-10-07.
A genuinely independent contractor. If the person sets their own hours and tools and can serve other clients, a contract is closer to the real relationship. See how to pay contractors in Lithuania and our hiring guide. A contract that hides employment risks the label being challenged; see contractor misclassification.
Your own Lithuanian entity. The route to weigh when the hire is long-term and you want to be the employer on the contract. Playroll’s Lithuania page describes a UAB with share capital of EUR 1,000 as the entity route (playroll.com, checked 2026-10-07); that is a vendor figure, not ours.
A non-EU hire. The agency route needs a company in the VDI register. Whether a foreign EOR with no Lithuanian company code can be the committing employer is not stated in the sources we read. This is a reason to ask the provider before choosing, not a reason to skip one. See EOR vs PEO for the difference between the models.
What changed in 2026
2026-01-01: the national minimum wage rose from EUR 1,038 to EUR 1,153 a month and the hourly minimum from EUR 6.35 to EUR 7.05 (e-seimas.lrs.lt, checked 2026-10-07).
2026-01-01: Sodra employer rates stayed the same (1.31% / 2.03% unemployment, 0.16% and 0.16% funds, 0.14% accident group I). The group II accident rate rose from 0.43% to 0.49%. The average wage behind the contribution base rose from EUR 2,108.88 to EUR 2,312.15, so the ceiling went from EUR 126,532.80 to EUR 138,729 (e-seimas.lrs.lt, kpmg.com, checked 2026-10-07).
2026-01-01: employer-paid voluntary health insurance above EUR 350 a year is no longer exempt, and personal income tax gets a third band (25% between 36 and 60 average wages, 32% above 60); neither changes employer contributions on ordinary salary (grantthornton.lt, checked 2026-10-07).
2026-05-20: the Aliens Law was amended by Laws XV-945 and XV-1062 (published 2026-05-20 and 2026-06-29), touching the quota, the right to work, employment of foreigners and refusal grounds. The art. 44(1)(3) agency route is still in the consolidated text valid 2026-07-01 to 2026-10-31; we did not read the amending laws and don’t know their effect on it (e-seimas.lrs.lt, checked 2026-10-07).
2026-06-07: the EU pay transparency directive deadline. The State Labour Inspectorate headline says the Labour Code changes were postponed; we found no new date (vdi.lrv.lt, checked 2026-10-07).
2026-11-01: Labour Code amendment Law XV-1058 takes effect. Dismissal at the employer’s will needs a justified reason and still carries at least six months’ severance. Employees paid at least 2x the national average monthly gross wage can have terms departing from mandatory Code rules and a probation up to 6 months. Unused annual leave lapses after 3 years. The law does not amend arts. 72-79 on temporary work (e-seimas.lrs.lt, checked 2026-10-07).
2027-01-01: a minimum wage of EUR 1,245 a month (EUR 7.61 an hour) is already approved (e-seimas.lrs.lt, checked 2026-10-07).
2025-01-01, not a 2026 change but the latest to the agency regime: agencies must report monthly to the VDI and have had temporary workers for at least 3 consecutive calendar months, or they are struck off (e-seimas.lrs.lt, checked 2026-10-07).
Numbers vendors haven’t updated
Minimum wage. The rate in force is EUR 1,153 from 2026-01-01. Remote’s Lithuania page gives EUR 1,153 in its header and EUR 924 in the reference text below; Multiplier’s page gives EUR 924 “as of 2025”; Atlas HXM’s page gives the 2025 figure. Deel gives EUR 1,153 (remote.com, usemultiplier.com, atlashxm.com, deel.com, checked 2026-10-07).
Public holidays. The Labour Code lists 14 entries, 16 calendar days. Multiplier, RemotePass and G-P give 13; Boundless gives 14; Oyster, RemoFirst and Remote give 16 (boundlesshq.com, oysterhr.com, remofirst.com, remotepass.com, checked 2026-10-07).
Employer cost. The statute gives 1.77% on an indefinite contract and 2.49% fixed-term. Oyster and Multiplier give 1.77% to 2.49%; RemotePass says “approximately 0.46% to 1.77%, depending on occupational risk classification”; Deel’s page says “generally estimated at 2.37%” and lists a separate 0.60% administrative fee (oysterhr.com, usemultiplier.com, remotepass.com, deel.com, checked 2026-10-07).
How we built this page
Facts were collected and checked on 2026-10-07 against Lithuanian legislation (e-seimas.lrs.lt), the Ministry of Social Security and Labour, law-firm and advisory material, and each vendor’s pages; some Labour Code articles were read in the edition valid to 2026-06-06. Company details come from the Lithuanian company register as shown on rekvizitai.vz.lt where it opened; the VDI list of temporary employment agencies was closed to us, so we state nothing about listing beyond what Remote’s own terms say. Vendors are ordered with named own entities first, then those that do not disclose, those with a country page price ahead of the rest; no vendor pays for placement.
Frequently asked questions
How much does an Employer of Record cost in Lithuania?
Two layers. Employer contributions are 1.77% of gross on an indefinite contract: EUR 785.88 on a EUR 44,400 salary and EUR 1,571.76 on EUR 88,800. The EOR fee comes on top: starting prices in our table run from $99 to $699 per month, and three vendors show a price on a Lithuania page (Skuad $299 promotional, list $399; Deel from $599; Remote $699).
Is Employer of Record legal in Lithuania?
With limits. Lithuania has no EOR statute. Where the client directs the work, the arrangement falls under temporary agency work (Labour Code arts. 72-80), and only a company in the State Labour Inspectorate (VDI) register may be the employer. The only law-firm comment we found that names EOR is Ius Laboris, 2022; whether a foreign firm without a Lithuanian company code can be registered is open.
Which EOR in Lithuania is on the VDI register?
We could not check. The VDI list was closed to us, so we say nothing about who is on it. Remote's Local Terms call Remote Lithuania UAB a temporary employment agency under Article 72 and say it meets the requirements. For any other provider, ask for its VDI list entry before signing.
What is the cheapest EOR in Lithuania?
Among prices shown on a Lithuania page, Skuad is lowest at $299 per month, a promotion with list price $399 that depends on hiring volume. Deel starts at $599 and Remote is $699. Global starting prices go lower, to $99 at Native Teams. Price says nothing about the legal basis: ask who employs your hire first.
What are the risks of hiring through an EOR in Lithuania?
The client must give the worker the same conditions as its own staff and is subsidiarily liable for equal pay if the agency does not pay it (Labour Code art. 75). It also answers for harm it causes the worker (art. 78) and may not use the worker to replace dismissed staff or restrict direct hire (art. 79). Ius Laboris describes fines for unregistered agency work.
Should I hire a contractor instead of using an EOR in Lithuania?
If the person works independently, yes: see [how to pay contractors in Lithuania](/software/contractor-payouts/lithuania/) and [our hiring guide](/hire-contractors/lithuania/). Use an EOR when the person works as your employee under your direction. See [EOR vs PEO](/blog/eor-vs-peo/).
Can an EOR in Lithuania hire a non-EU national?
Only on a narrow route. A VDI-registered agency can commit under Aliens Law art. 44(1)(3) to employ the person full-time for at least 6 months at no less than the average gross wage, and at least the minimum wage between assignments. It counts against a quota capped at 1.4% of the population; an agency outside the register means refusal or revocation of the permit.
Can an EOR contract in Lithuania stop me from hiring the employee directly later?
No. Agreements that forbid or restrict the worker's hiring by the client are void (Labour Code art. 79(1)), and the client may not restrict the worker's chance of permanent hire (art. 79(3)).
Where to go next
These platforms head to head
The full listings
Hiring contractors in Lithuania instead
Employer of Record in other countries
Sources
The vendor pages every fact came from, with the date each was checked.
18 platforms tracked in this category. Every fact in the entries above comes from the vendor's own pages — each carries a footnote with the source and the date we checked it, and where a vendor publishes nothing we leave the field out rather than guess. Scores are ours and are not for sale. Full methodology · Report an error
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