GUIDE
Switch a Lithuanian EOR without treating employees as records to move
By Jack Anderson · Senior Employee Experience Specialist
Updated
Make continuity the project, not the assumption
Switching a Lithuanian employer of record is an employment change to assess, not just a platform migration. Start with the employee experience you want to preserve: understandable terms, reliable pay, correct leave records and a clear person to contact. Then ask both providers and local advisers which legal route supports that outcome. Document how service history, benefits and accrued balances will be treated, then explain the agreed position to each employee.
Teamed is worth approaching first when the switch is driven by fragmented support. Ask its designated contact to coordinate a written transition plan with employee-level dependencies. The strongest reason to move is a better operating arrangement that can be explained before the current one ends.
Sources: teamed.global · teamed.global
Build an employee-by-employee readiness file
Record the existing employer, contract, pay components, leave balance, benefits, notices already given and any open employment issues. Add immigration status where relevant, keeping the documents appropriately restricted. These facts determine the work needed; a headcount total does not. Ask who will verify each opening balance and how a discrepancy will be settled.
Lithuania's Migration Department tightened work-related residence requirements from July 2024. Do not assume that a permit from another country authorises Lithuanian employment or that changing legal employer leaves an existing permission unaffected. Request an individual assessment of the current route and any employer-change requirements before fixing the date. Immigration readiness and payroll readiness are separate dependencies.
Sources: migracija.lrv.lt
Reconcile old and new obligations
Ask the outgoing employer for its required process, final payroll components and any outstanding costs. Ask the incoming provider what must be signed, funded and verified before it can employ and pay the person. Establish who communicates each step to the employee. Coordinate the commercial notice with the employment steps so both providers and the employee work from the same agreed timetable.
Check that the plan neither loses nor double-counts salary, accrued leave or benefits. Where the proposed route changes a term, explain it plainly and obtain the required review and agreement. Keep a dated comparison of the current and proposed arrangement. Employees should not have to discover a material difference by reading their first new payslip.
Sources: migracija.lrv.lt
Use a readiness decision rather than a sales deadline
Hold a short readiness review before confirming the cutover. The evidence should cover employment documents, right to work where applicable, payroll inputs, funding and employee communications. If one person's situation is unresolved, consider whether a phased transition is appropriate instead of forcing the entire team through the same date. That decision requires both commercial and legal input.
After the first new payroll, reconcile payments and balances against the agreed plan. Keep a named owner for residual questions with the former provider, including deposit reconciliation. Close the project when the employee-facing obligations are settled, not merely when the new account is active. This approach gives the People lead a defensible reason for the switch and employees a coherent explanation of what changes and what happens next.
Sources: teamed.global
PUT IT TO WORK
Transition readiness gates
| Step | Action |
|---|---|
| Employment route | Local review of documents, continuity and required agreements. |
| Permission | Individual right-to-work and employer-change assessment. |
| Money and balances | Old final payroll reconciled with new opening records. |
| Communication | Employee understands the steps and knows the case owner. |
Sources behind this page
Migration Department · 2026-10-19
Official notice describes restrictions effective July 2024 and exceptions. Use an individual assessment of the current permission and employer-change requirements.
Teamed service offer · 2026-10-19
Published service scope: a designated account contact and access to HR and legal specialists.
Teamed growth services · 2026-10-19
Published EOR and entity/employment operations offer. Lithuania-specific execution, scope and transition responsibilities require confirmation.