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Labour Law Reforms in Eastern and Western Europe


Edited By Tomas Davulis

Recent years in Europe have been marked by efforts to introduce changes in labour law in order to boost employment, reduce labour costs and increase flexibility of national labour markets. The increased international competition has led to major labour law reforms in some European countries but the majority of national developments still indicate a rather limited reformist approach. Evolutionary rather than revolutionary efforts were initiated to balance the wage-setting mechanisms and to soften the dismissal law protection to create room for flexibility, to increase employment by promoting atypical forms of employment, to accommodate legal regulations to technological advances and the new types of economy. Accompanying social security measures intended to improve the efficiency of active labour market policies.

The current selection of academic contributions intends to provide an overview of recent developments in the legal regulation of labour markets in Eastern and Western European countries. The authors’ contributions could not cover all the aspects of the current state of recent reformist efforts on the labour markets. However, by picturing separate developments in different European countries, it intends to assist in identifying regional similarities. Furthermore, it provides opportunities for exchange of ideas, experiences and practices for shaping labour law both at European and national level.

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Main Features of Lithuanian Labour Law Reform 2016 (Tomas Davulis)


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Main Features of Lithuanian Labour Law Reform 2016



This article presents and analyses the main characteristics of the new Lithuanian Labour Code. The reforms of the Lithuanian labour market have been initiated to meet the challenges of fierce international competition, to find a new balance between the flexibility desired by business and the required social protection of workers and to bring the law into the line with contemporary changes at work. However, re-codification is not only about changes in the areas of working time, dismissal protection, fixed-term employment or other forms of atypical work. The Labour Code of 2016 ought to modernize the employment relationship in a much broader perspective – to revive the spirit of cooperation both at individual and collective level, to increase the judicial protection of employees, to allow for wider acceptance of technologies, investment in human capital and respect of the employee’s personality and his/her family commitments. Changes in the collective representation system are also necessary to revitalize collective bargaining and increase industrial democracy in the workplace.

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