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The standard work route: a temporary residence permit issued on the basis of employment with a Lithuanian employer. In most cases it requires a work permit or a favourable decision from the Employment Service that the job meets labour-market needs, and the permit is tied to the specific employer.
Non-EU nationals with a job offer from a Lithuanian employer who do not qualify under the Blue Card or shortage-occupation routes.
Our licensed advisors assess your eligibility, build a strategy to strengthen your application, and manage the process end to end, so you submit a complete, competitive application with confidence.
There is a minimum salary tied to the national average wage; it can be higher once the annual quota for the category is used up, and lower for designated shortage occupations.
Yes. Once you hold an employment-based residence permit, your spouse and minor children can usually apply through family reunification, subject to income and accommodation conditions.
Most non-EU workers need both a basis to work -- a work permit or an Employment Service decision -- and a temporary residence permit for employment that ties you to a specific employer.
This is Lithuania's standard work route: a temporary residence permit based on a job with a Lithuanian employer. Most cases need a work permit or a favourable Employment Service decision, and the permit is tied to that specific employer.
It is typically granted for up to two years and can be renewed as long as your employment and the underlying conditions continue.
Not freely -- the permit is tied to a specific employer, so moving jobs generally requires updating your permit or obtaining a new authorisation before you start.
If refused, you generally receive reasons and may be able to appeal or reapply; if your job ends while on the permit, your right to stay can be affected, so act quickly.
There is a minimum salary tied to the national average wage; it can be higher once the annual quota for the category is used up, and lower for designated shortage occupations.
