<abstract xmlns="http://www.w3.org/1999/xhtml">

<p>This paper aims to reveal the nature, specifics and limits of application of one of the legal grounds for termination of employment relationships established in the labour law of the Republic of Lithu ania – termination of the employment contract at the employer’s will. The analysis tests the hypothesis that the goal of increasing flexibility by simplifying the termination of employment relations, which was set at the initiation of the reform of the legal regulation, was not achieved. The presumption is put forward that this ground for terminating the employment contract is neither new nor safely applicable, and the benefits of relatively simplified procedural requirements do not outweigh increased financial burden. To reveal the impact of statutory amendments in question on the regulation of termination of employment relations in Lithuania, the historical background and the impact of obligations established in international documents on it are assessed, key indicators (such as legal grounds, procedural requirements, burden of proof and order of its distribution, etc.) are identified, and the relevant case law is examined.</p>
</abstract>

This paper aims to reveal the nature, specifics and limits of application of one of the legal grounds for termination of employment relationships established in the labour law of the Republic of Lithu ania – termination of the employment contract at the employer’s will. The analysis tests the hypothesis that the goal of increasing flexibility by simplifying the termination of employment relations, which was set at the initiation of the reform of the legal regulation, was not achieved. The presumption is put forward that this ground for terminating the employment contract is neither new nor safely applicable, and the benefits of relatively simplified procedural requirements do not outweigh increased financial burden. To reveal the impact of statutory amendments in question on the regulation of termination of employment relations in Lithuania, the historical background and the impact of obligations established in international documents on it are assessed, key indicators (such as legal grounds, procedural requirements, burden of proof and order of its distribution, etc.) are identified, and the relevant case law is examined.

Terminating an Employment Contract at the Employer’s Will: Does Expensive and Simple Mean Safe? Lithuanian Model

Lecturer, PhD student, Vytautas Magnus University

Baltic Journal of Law & Politics

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

This paper aims to reveal the nature, specifics and limits of application of one of the legal grounds for termination of employment relationships established...

Terminating an Employment Contract at the Employer’s Will: Does Expensive and Simple Mean Safe? Lithuanian Model

Publicado en línea: 26 feb 2024

Páginas: 47 - 63

Recibido: 11 sept 2023

Aceptado: 27 nov 2023

DOI: https://doi.org/10.2478/bjlp-2023-0012

Palabras clave
Employment contract, employment relationship, employer’s will, termination

© 2023 Marius Bartninkas, published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Terminating an Employment Contract at the Employer’s Will: Does Expensive and Simple Mean Safe? Lithuanian Model

Publicado en línea: 26 feb 2024

Páginas: 47 - 63

Recibido: 11 sept 2023

Aceptado: 27 nov 2023

DOI: https://doi.org/10.2478/bjlp-2023-0012

Palabras claveEmployment contract, employment relationship, employer’s will, termination

© 2023 Marius Bartninkas, published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Palabras clave
Employment contract, employment relationship, employer’s will, termination