On 1 August 2022, in common with other EU Member States, the Baltic countries implemented in their local employment laws requirements set out in Directive (EU) 2019/1152 (the Directive) on transparent and predictable working conditions in the EU.
Please find below the list of additional information which in each country needs to be provided either in employment contracts, internal rules or policies or by referring to other applicable source (e.g., laws or other regulations).
With respect to employees whose employment contracts were concluded before 31 July 2022, employers will be obliged to provide such additional information only in case it is specifically requested by the employees.
In Estonia all new employees need to be informed about:
- whether or not a probationary period is applied and if yes, then the duration thereof
- reference to the authorities receiving the taxes and payments withheld and paid from the salary and protection granted by the payment thereof; training opportunities offered by the employer
- references to any vacations paid for by the employer, other than the annual vacation
- reference to the procedures for performing overtime work and compensation thereof
- reference to the need to give termination notice in a format reproducible in writing and the obligation to provide reasons for termination
Although this had already been forbidden at an earlier date, the amendments to the law explicitly specified that it is not possible to include in employment contracts a prohibition to engage in side activities, except for engaging in competing activities.
In Latvia, all new employees need to be informed about:
- the possibility for the employee to freely choose his/her workplace (if such possibility has been agreed)
- if a part-time worker is hired and the work schedule is not completely or mostly predictable, the fact that the work schedule is variable, as well as that the employee must be provided with information about the agreed working time, which is guaranteed paid working time within a monthly framework, as well as information about the timeframe in which the employee can perform the work or they are obliged to perform the work, and information on the minimum notice period before starting or cancelling the working hours
- procedure for employment termination
- right to trainings, if the employer provides such trainings
- information about the social security institution receiving social security contributions (in Latvia, the State Social Insurance Agency) and social security measures (if any) provided by the employer (e.g., in case the employer makes contributions to private pension funds)
On 1 August 2022, an expanded list of information to be provided to the employee in the employment contract or another document entered into force, with the additional inclusion of:
- the duration and conditions of the probationary period, if agreed
- the procedure for termination of the employment contract
- the procedure for determining and paying for overtime and, if applicable, the procedure for changing the work/shift
- the right to training, if such a right is granted by the employer
- the names of the social insurance institutions receiving social insurance contributions in connection with employment, and information on other social insurance coverage provided by the employer, if the employer is responsible for this
When certain matters listed above are regulated by law (e.g. the terms of terminating employment, social insurance, probationary period terms etc.), the employer may provide references to the applicable law.