Employees with three or more children, disabled workers, teachers, and other categories are entitled to additional or extended annual leave in Lithuania — guaranteed by the Labour Code. Minister of Social Security and Labour Monika Zailskienė has underscored that this right is an important guarantee for workers. Many employees do not know they qualify for extra days off, or do not know how to claim them. This guide covers who is entitled to additional leave under Labour Code Articles 139–141, how many days apply, and how to request them from your employer.
- Standard minimum: 20 working days annual leave.
- 3+ children under 12: +3 extra working days.
- Disabled workers: +5 extra working days.
- Teachers / researchers: up to 58 working days extended leave.
- How to claim: written request to employer with supporting documents.
- Legal basis: Labour Code Art. 139, 140, 141.
Extended vs. additional leave — what’s the difference?
The Lithuanian Labour Code distinguishes between two categories:
- Extended annual leave (Art. 139) — certain professional categories (teachers, scientists, etc.) have a higher minimum leave entitlement than the standard 20 working days. Their extended leave replaces the standard amount — they receive more days instead of 20, not in addition to it.
- Additional annual leave (Art. 140, 141) — granted on top of the standard or extended entitlement under specific circumstances: having 3+ children, disability, or working in hazardous conditions.
Note: these categories can stack. For example, a teacher with a disability may be entitled to both extended leave as a teacher and additional days for their disability.
Who is entitled to additional annual leave?
1. Employees raising 3 or more children under the age of 12
These employees are entitled to 3 additional working days per year. Conditions:
- Must have 3 or more children under 12 years old (regardless of whether both parents work).
- Either the mother or the father may claim the days — but not both parents for the same child simultaneously.
- Supporting documents: birth certificates or household registration certificate.
2. Disabled workers
Employees with a recognised disability status (Group I, II, or III) are entitled to 5 additional working days per year. This applies whether they work in specialist disability workplaces or in mainstream employment.
Supporting document: certificate from the Disability and Working Capacity Assessment Office (NDNT).
3. Workers in hazardous or dangerous working conditions
Employees whose roles are officially classified as hazardous or dangerous (per Government-approved lists) are also entitled to additional leave. The exact number of days depends on the hazard level and is set in the collective or individual employment contract.
Who gets extended (longer) annual leave?
| Category | Extended leave entitlement |
|---|---|
| Teachers (all levels) | Up to 58 working days (summer holidays) |
| Researchers / academic staff | Up to 58 working days |
| Pre-school educators | Up to 42 working days |
| Social workers (in institutions) | 30–42 working days |
| Judges, prosecutors | 30–35 working days |
| All other employees (standard minimum) | 20 working days |
How many extra days — worked examples
Example 1: Employee has 4 children aged 4, 6, 9 and 14. Three are under 12 — the condition is met. Additional leave: 3 working days on top of 20 = 23 working days total per year.
Example 2: Employee has Group II disability and 2 children under 12. Only the disability additional leave applies (5 days) — insufficient children for the child-related category. Total: 25 working days per year.
Example 3: A teacher with a disability. Extended leave as a teacher (up to 58 days) + 5 additional days for disability. These are cumulative under the Labour Code.
How to claim additional leave
- Identify your category — review the lists above.
- Gather supporting documents:
- Children under 12: birth certificates or household registration certificate.
- Disability: NDNT certificate.
- Hazardous conditions: relevant contract clause or employer-confirmed hazard classification.
- Submit a written request to your employer — cite the legal basis (Labour Code Art. 140, relevant paragraph) and attach documents.
- Agree on timing — additional leave may be used alongside your main annual leave or separately within the same calendar year.
- If the employer refuses — contact VDI: vdi.lt. Granting additional leave is a legal obligation, not a discretionary benefit.
Can an employer refuse to grant additional leave?
No — if the employee provides the required documents and belongs to a recognised category, the employer has a legal obligation to grant the additional leave. The employer cannot:
- Refuse on grounds of budget constraints or workload.
- Offer cash compensation in lieu of leave (exception: only upon termination of employment).
- Carry additional leave forward to the following year without the employee’s consent.
Is additional leave paid?
Yes. Additional and extended annual leave days are paid on the same basis as standard annual leave — at the employee’s average salary rate. Holiday pay must be paid before the leave begins (no later than 3 working days before, if requested in time).
Frequently asked questions
Can both parents claim additional leave for the same children?
Not simultaneously for the same child. However, each parent has an independent right to the 3 extra days if both work and raise 3+ children under 12.
Do additional leave days apply to part-time workers?
Yes. Additional leave for disability or children applies regardless of working hours — both full-time and part-time employees are entitled.
What if my employer refuses to grant the extra days?
Contact the State Labour Inspectorate (VDI): vdi.lt or call +370 5 213 9772. You can also file a claim with the Labour Disputes Commission (DGK) without a lawyer.
Can unused additional leave days be carried over to next year?
Generally, all annual leave (including additional days) should be taken within the current calendar year. Carry-over requires employer agreement or specific statutory exceptions (e.g., illness during leave). On termination of employment, unused leave must be compensated financially.