Employment law

The article examines a case where an employer, on hiring, agreed to let an employee keep a second job, but later finds the combined workload excessive. It explains whether and when the employer can withdraw that earlier consent and require the side job to stop, balanced against the right to hold multiple jobs. Useful for employers dealing with employee overload issues.

The article explains the EU pay transparency directive (2023/970), which requires employers to compare pay including bonuses and benefits (such as a company car or extra days off), not just base salary. If the gender pay gap in a job category reaches 5% without objective justification, the employer must carry out a joint pay audit with employee representatives; Latvia's draft law sets fines of up to €14,000 for legal entities.

On 21 October the Free Trade Union Confederation (LBAS) put a proposal to the Tripartite Council's Social Security Sub-council to let employees with 40-45 years of service retire early without losing pension value, citing hazardous working conditions and Latvia's low healthy life expectancy. The proposal includes early old-age pensions at 80-100% of the full amount, reduced hours with a partial pension, and early retirement in specific sectors. Current rules cut the pension by 50% for early retirement, which LBAS contrasts with smaller cuts elsewhere in the EU; the Welfare Ministry is mostly skeptical.

Ellex specialists in Latvia, Estonia and Lithuania contributed the Baltic chapters of the Employment Law Alliance's 2026 Global Employer Handbook, pointing out differences in recruitment, termination and non-compete agreements. In Latvia a job advert must state the expected pay range, the employment contract must be in writing before work starts, and a post-employment non-compete may run for up to two years against proportionate monthly compensation. The piece explains existing rules rather than a new change.

The consultation states that bossing can be a serious reason for an employee to terminate the contract immediately (Labour Law Article 100(5)) and to claim severance under Article 112. If the employer disagrees the bossing must be proved in court, and the Supreme Court has said not every conflict qualifies. Gathering e-mails, messages, dates and witness statements beforehand is advised.

National airline airBaltic has announced it will soon begin collective layoffs as part of its US restructuring process. To reduce the number of job losses, the company wanted to move some staff to reduced (85%) working hours, and the supervisory board's chair described the coming process as complex.

The piece explains that Latvia's Labour Law does not list specific professions allowed to work overtime — overtime can arise in almost any job, not only continuous-service roles. What matters is that employers respect overtime limits and extra-pay rules. Useful guidance for employers planning work schedules.

The Defence Ministry has drafted amendments involving National Guard (Zemessardze) members in mobilisation checks and drills, with at least 72 hours' advance notice. Employers will be required to release a Guard member from work no later than 24 hours before the reporting time stated in the summons, keep the position open, and issue a wage certificate if the employee is paid hourly or by time.

The State Employment Agency (NVA) has rejected a request from the Latvian Aviation Trade Union to extend airBaltic's announced collective redundancy notice period from 30 to 60 days. The agency concluded that, under the Labour Law and an EU directive, extending the period is an exception, and after reviewing information from both airBaltic and the union it found no grounds to apply that exception.

Urgent amendments to the state social insurance law passed on 15 October will let people make voluntary contributions from 1 October 2027 for certain 1991-1995 periods, topping up the insurance record that affects pensions and unemployment benefits.

The paywalled piece examines whether an employer that mistakenly overpaid an employee's wages may withhold the excess from the next pay cheque.

An opinion piece argues that fair pay should not be equated with paying the same wage for similarly titled jobs, since compensation is legitimately shaped by a role's value within the organisation, its level of responsibility and labour-market conditions. The author notes that the national "average wage" figure tells an employer little on its own, since it lumps together very different professions and responsibility levels.

The paywalled article advises employers on handling employees who regularly arrive late for their shift start, and whether that can justify dismissal under the Labour Law.

The Welfare Ministry says working days will not be shifted in 2027 because the Cabinet of Ministers has not yet issued the required order, even though the law sets a 1 July deadline each year for doing so.

The article addresses legal uncertainty over whether an employer can issue two independent termination notices for the same employment relationship, and how this affects withdrawal of an earlier notice.

On 13 October the State Labour Inspectorate launched a broad inspection of working conditions for teachers at 150 of Latvia's largest general-education schools, using an anonymous survey on psychosocial risks such as stress, workload, emotional violence and communication problems. The survey runs through October and must be completed by 27 October; the inspection rests on employers' duty to assess all workplace risks, including psychosocial ones.

The paywalled article explains that company reorganisation does not by itself end employment relationships, though its form can affect contract continuity and employer obligations toward staff.

A court ruling is expected in October in a years-long dispute over airBaltic's pilot employment model and status while working outside Latvia. The Latvian Aviation Trade Union (led by Dace Kavasa) says the dispute centers on subsidiary Aviation Crew Resources, transferring pilots back to airBaltic, and posting staff to work in Switzerland, where a new subsidiary was registered on 4 May 2026. In 2022 the union asked the relevant authorities about equal treatment and employment status, which led to the litigation.

On 7 October the State Labour Inspectorate published an infographic on restrictions on employer-initiated dismissal, noting that an employee who has been a trade union member for more than six months cannot be dismissed without the union's prior consent (with exceptions set out in the Labour Law). The union must inform the employer of its decision within seven working days of the request.

On 6 October 2026 the European Parliament agreed recommendations to protect workers from psychosocial risks and stress that can lead to burnout and mental-health problems. It calls on the European Commission and member states to act to prevent or reduce such risks.

airBaltic, which employs about 3,000 people, plans to cut 500-700 jobs at its Riga, Vilnius and Tallinn bases under a new business plan that shrinks its Airbus A220-300 fleet and expands cooperation with ACMI partners. The airline has already notified the State Employment Agency of a collective redundancy and continues consultations with unions on reducing pilot and cabin-crew workloads. A new organisational structure is expected by mid-October, but no decisions on individual employees have been made yet.

The article examines whether differing work schedules among employees amount to unequal treatment, in light of planned Labour Law amendments introducing a four-day work week. It concludes that schedule differences can be objectively justified where daily customer-service needs require them.

The Welfare Ministry has drafted amendments to the State Social Insurance Law abolishing the minimum mandatory contribution base, under which contributions for every employee are currently calculated from at least a set minimum regardless of actual pay. Contributions would instead be based solely on actual wages, cutting employer administrative burden for part-time and seasonal staff. The change is planned to take effect 1 January 2027, pending parliamentary approval.

On 1 October, the Saeima gave conceptual backing to amendments to the State Social Insurance Law allowing people with a gap in social-insurance tenure between 1991 and 1995 to make voluntary contributions to top up their pension and unemployment-insurance tenure. Contributions could cover time spent studying, in postgraduate education, or in certain caregiving periods.

The article explains there is no general ban on bringing a dog into the workplace, but an employer may allow or restrict it to ensure safe and healthy working conditions for all staff under the Labour Law and internal work rules. An employee must comply with the employer's rules, even if that means leaving the pet at home.

There is no absolute ban in Latvia on an employee secretly recording a conversation with their boss — legality depends on the recording's purpose, necessity and proportionality. An audio recording counts as personal-data processing, and the Data State Inspectorate accepts it may be justified when needed to protect an employee's rights in a labour dispute. However, employees cannot keep recordings indefinitely, share them with colleagues, or post them on social media — only passing them to lawyers, a court, or a competent authority for dispute resolution is allowed.

A Grant Thornton article compares employment law in Latvia, Lithuania and Estonia, noting that despite regional proximity the rules differ substantially. In Latvia, fixed-term contracts are capped at five years total, probation periods at three months, annual leave is at least four calendar weeks, paternity leave is ten calendar days within six months of birth, and the 2026 minimum wage is €780/month.

The article clarifies when a day spent at an out-of-town conference counts as a business trip rather than an ordinary working day, and whether a daily allowance is then due. It examines the distinction between business travel, working time and rest time under the Labour Law.

The article examines a case where an employer proposes amendments to an employment contract and the employee asks for time to consider them, addressing what counts as a reasonable period and whether a week is sufficient. It outlines the criteria for assessing whether an employee signed under undue pressure.

Amendments to the Energy Law, in force from 1 October 2026, allow utility companies to employ staff beyond the Labour Law's overtime cap while restoring infrastructure after incidents such as storm damage. Total weekly working time is capped at 60 hours, with extra pay and rest guarantees required.

The paywalled article explains whether pay for work on a public holiday and other payments listed in Section 74 of the Labour Law must be included when calculating an employee's average earnings over the last six calendar months.

The paywalled article explains the requirement under Section 40(2)(4) of the Labour Law to state a workplace in the employment contract, and examines when an employee has the right to freely choose where to perform their duties.

State Labour Inspectorate thematic checks in construction found 446 violations - including unsecured trench walls, misused ladders and unmet safety requirements for roof and height work - at 31% of inspected firms. The Inspectorate issued 7 warnings with work-suspension orders and 5 administrative fines, reminding employers of their duty to assess risks and provide a safe working environment.

The article reviews case law on what conduct restrictions an employer or a profession's ethics code may impose on people in regulated professions (judges, police officers, border guards, teachers) even outside working hours. It concludes that breaching an ethics code in private life can trigger disciplinary liability, up to and including loss of office.

On 17 September the Saeima referred to committees a bill amending the law "On State Social Insurance" that will set out what happens when an employer has been granted a deferral for paying mandatory social insurance contributions (VSAOI) but an employee retires or leaves the job in the meantime. The goal is to stop employees having to cover their employer's unpaid contributions themselves to preserve their pension insurance record.

The paywalled article examines whether an employer may bar an employee whose contract has been terminated from a personnel sustainability event, and whether this could count as differential treatment under discrimination rules.

Latvia's Labour Law requires an employer to request a written explanation from an employee before imposing a disciplinary sanction or dismissal once a breach of workplace rules or the employment contract is found. Representatives of the State Labour Inspectorate and a trade union explain that failing to request the explanation is usually not, on its own, treated by courts as a serious enough procedural flaw to invalidate a dismissal if the underlying breach is proven.

The article explains that Article 101(1)(4) of the Labour Law allows dismissal if an employee is under the influence of alcohol, drugs or toxic substances while performing their duties, while drinking outside working duties can only justify dismissal for a workplace-conduct breach if internal rules expressly forbid it. In cases of intoxication the employer may terminate immediately, but must still request the employee's written explanation and assess the severity of the breach beforehand.

On September 8, 2026, the Cabinet of Ministers adopted Regulation No. 533 setting the business-risk state fee for 2027 at EUR 0.36 per month for each employee under an employment relationship. Part of the fee is paid into the employees' claims guarantee fund, which compensates workers when an employer becomes insolvent. The regulation, issued under the Law on Protection of Employees in Case of Employer Insolvency, takes effect January 1, 2027 and expires January 1, 2028.

The paywalled article explains an employer's options when a departing employee fails to hand over documentation and work information as agreed, citing Civil Law Section 1587 on the performance of obligations.

LV portāls explains the difference between labor exploitation and a civil labor dispute. Exploitation involves intent to exploit a victim's dependency, while an individual labor dispute under the Labour Disputes Law concerns disagreements over employment terms such as wages or dismissal, where the worker retains the ability to go to court or the State Labour Inspectorate. The article stresses that in labor-rights violations the worker keeps agency, which exploitation removes.

The paywalled article analyses the legal risks of a Latvian company hiring self-employed construction workers through a Lithuanian intermediary company, and possible alternative arrangements.

An LV portāls consultation, citing Interior Ministry guidance, addresses a state-administration employee with 18 years of service and over two years of continuous employment. Under the State and Municipal Institutions' Officials' and Employees' Remuneration Law, such an employee is entitled to a severance payment equal to four months' average earnings upon termination; service is treated as continuous with breaks of up to two years between state positions.

The paywalled article discusses whether an employer or employee may terminate the same employment contract more than once, referencing Section 101.1 of the Labour Law and Civil Law rules on unilateral termination.

Sworn attorney Lauris Klagišs analyses when an employer may terminate an employment contract because an employee's conduct is contrary to good morals. "Good morals" is a general clause without an exhaustive list of prohibited conduct, so the court assesses each case individually, taking into account both generally accepted ethical norms and principles established in the national legal system. The article is paywalled.

The publisher iŽurnāli has updated its handbook on internal whistleblowing systems in line with the amendments to the Whistleblowing Law that entered into force on 1 March 2026; an internal system is mandatory for organisations with 50 or more employees. The changes concern the procedure for the whistleblower contact person, the documentation of oral reports and an expanded list of prohibited adverse consequences (intimidation, blacklisting).

On 2 September the "LVM Employees' Independent Trade Union Organisation" filed a claim at the Riga City Court against AS "Latvijas valsts meži", asking the court to ensure genuine participation in collective bargaining. The union initiated negotiations in April 2026 and submitted its proposals in May, but the first meeting took place only on 5 August – after 125 days; it believes that correspondence about procedure has replaced substantive negotiations. LVM has concluded a collective agreement with another trade union, "LVM Cilvēkam un mežam". The case has not yet been initiated.

The Free Trade Union Confederation of Latvia (LBAS) has again raised concerns about labour-rights and social-dialogue risks at state forestry company AS “Latvijas valsts meži”, noting it issued similar warnings in early August.

In an e-consultation, the State Labour Inspectorate explains whether an employer may require paid training before concluding an employment contract and then bind the employee for 2–5 years. Section 96 of the Labour Law (an agreement on professional training for no longer than two years, proportionate to the expenses) applies only to training during an already existing employment relationship. The law makes no specific provision for training before a contract is concluded; if the parties agree on repayment of expenses in the event of early termination, this is a private-law dispute to be decided by a court.

An e-consultation explains that under Section 100 of the Labour Law, an employee's notice period is one month from the submission of the notice, unless the employment contract or collective agreement sets a shorter period. The employer is entitled to maintain the employment relationship for the full month (the period runs until the corresponding date of the following month), but may also agree to the date stated by the employee; the employment relationship cannot be terminated on the last day of leave.

The answer explains that after employment ends, the employer should be asked in writing for the final settlement, unpaid wages and holiday compensation if not already paid voluntarily. If unpaid, the employee has the right to go to court to recover the debt.

The article (paywalled, only the lead is visible) explains leave accrual under Section 149(1) of the Labour Law and analyses handling leave unused for years, including consequences on termination.

The article (paywalled, only the lead is visible) examines a case where an employee moved to part-time work shortly before leave, and analyses whether holiday pay should use an eight- or four-hour working day.

The consultation clarifies that reaching retirement age does not automatically end employment; the employee must submit written resignation notice one month in advance under the Labour Law, and separately file a pension application with the State Social Insurance Agency no earlier than one month before eligibility.

The article (paywalled, only the lead is visible) explains that the Labour Law does not require an employer to provide parking for an employee's car when used only to commute.

The article (paywalled, only the lead is visible) explains what documentation is needed when employment contract terms change — duties, pay, working hours or workplace location — referencing Section 97 of the Labour Law on amendments made by mutual agreement of the parties.

The State Labour Inspectorate clarifies that the Labour Law does not automatically grant parents a paid day off on 1 September, though employers may offer it at their discretion. Parents raising three or more children under 16 are entitled to three extra paid leave days, while parents of children under 8 may, under Article 148, request flexible hours or remote work. The Inspectorate advises employees to discuss their needs with employers in advance.

Amendments to the Law on Maternity and Sickness Insurance, published on 25 August, change how parental benefit is calculated for working parents who are not on formal child-care leave. From 1 January 2027 such parents will receive the benefit at 75% of the full rate. The law took effect on 8 September, though the new rule only applies from 2027.

The subscriber-only article explains how the legal rules on idle time apply, and how compensation is calculated, when an employer is temporarily unable to provide an employee with the agreed work.

The subscriber-only article explains the application of Article 97 of the Labour Law when agreeing on changes to an employment contract at the initiative of either the employer or the employee.

A joint LDDK and SIFFA study finds that employee health problems create an additional burden for employers — 90% of surveyed companies report an impact on colleagues, and over half face prolonged or frequent staff absences. LDDK proposes reducing the number of days employers must pay for an employee's sick leave (the A-list period) to encourage preventive health measures, along with better tax incentives for employer investment in employee health. The study feeds into a discussion on possible amendments to labour and healthcare regulation.

The article explains that employee video surveillance is lawful for an employer only when it serves a specific purpose — such as meeting legal obligations, gathering evidence for disputes, or monitoring work quality — has a proper legal basis, and employees are honestly informed about the monitoring and their rights. Surveillance is unlawful if cameras target private areas or shift from monitoring situations to tracking an individual employee. The framework rests on Article 96 of the Constitution, the GDPR, and the Law on Personal Data Processing.

The subscriber-only article examines how the annual shifting of working days around public holidays, with the lost day made up on a Saturday, affects businesses.

The Latvian Aviation Professionals' Union (LAP) is demanding a social guarantees agreement from airBaltic covering workers potentially affected by fleet-optimization layoffs. The union also wants access to the airline's business plan after consultations broke down on 14 August, and rejected an overly broad confidentiality agreement proposed by the company. Under the Labour Law, employers planning collective dismissals must consult worker representatives on social guarantees for those being let go.