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Lithuania: why confirm a former employee's job?

Every Lithuanian employer must, at the employee's request, issue a certificate stating the job function or position and how long the person worked, and a recruiting employer may collect a candidate's data from a former employer. Confirming the same facts takes a minute and helps the person into their next job. certo asks on their behalf, with their explicit consent.

Law as of 26 October 2026 · Darbo kodeksas (Labour Code, approved by Law No. XII-2603), consolidated version in force from 7 June 2026

In short

  • The facts are already on paper. At the employee's request, every employer must issue a certificate stating the job function or position and how long the person worked (Labour Code, art. 148(3)), and when employment ends, the job function with its start and end (art. 65(8)). Those are the facts we ask about.
  • It is the check Lithuanian hiring already makes. A recruiting employer may collect a candidate's data on their qualifications from a former employer (Law on the Legal Protection of Personal Data, art. 5(3)). Confirming the same facts to certo is the same check, done once and online.
  • It helps the person who worked for you. A record confirmed by a former employer is what the next employer trusts. Answering takes about a minute and needs no account.
  • certo asks on their behalf, with their explicit consent. The GDPR lets an employer disclose personal data with the consent of the person it concerns (Art. 6(1)(a)). The person started this check themselves, for these facts and no others.
  • You do not have to answer. No Lithuanian law obliges an employer to answer certo. Declining is fine.

The Labour Code

Darbo kodeksas, approved by Law No. XII-2603 of 14 September 2016. Quoted from the official consolidated version on the Register of Legal Acts (e-tar.lt), in force from 7 June 2026.

Art. 148(3): the certificate of work

Darbuotojo reikalavimu darbdavys privalo išduoti pažymą apie darbą toje įmonėje, nurodydamas darbuotojo darbo funkciją ar pareigas, kiek laiko jis dirbo, …

In English: at the employee's request, the employer must issue a certificate of their work at the company, stating their job function or position and how long they worked there (and their pay and the taxes and contributions paid, which certo never asks about). These are the facts we ask about, so your records already hold them.

Art. 65(8): the certificate when employment ends

Jeigu yra darbuotojo prašymas, darbdavys per dešimt dienų privalo jam išduoti pažymą apie darbuotojo vykdytą darbo funkciją, jos pradžią ir pabaigą, taip pat gautą darbo užmokestį.

In English: if the employee asks, the employer must within ten days issue a certificate of the job function they performed, its start and its end, and the pay received.

Art. 148(2): pay only with consent

Duomenys apie atskiro darbuotojo darbo užmokestį teikiami ar skelbiami tik įstatymų nustatytais atvejais arba su darbuotojo sutikimu.

In English: data on an individual employee's pay is given or published only where the law provides or with the employee's consent. certo never asks about pay.

Art. 27(1): the employee's privacy

Darbdavys privalo gerbti darbuotojų teises į privatų gyvenimą ir į asmens duomenų apsaugą.

In English: the employer must respect employees' rights to privacy and to the protection of their personal data. That is why you confirm only the facts the person chose, to certo, and nothing else.

What is never asked

The Labour Code forbids discrimination on grounds that include sex, age, health, marital and family status, beliefs, religion, and membership of a party or trade union (art. 26(1)). certo never asks you about any of these, nor about pay, performance or the reason for leaving.

Personal data

The GDPR applies directly in Lithuania; the Law on the Legal Protection of Personal Data (Asmens duomenų teisinės apsaugos įstatymas, No. I-1374) supplements it.

Art. 5(3) of the Law on the Legal Protection of Personal Data: a former employer may be asked

Duomenų valdytojas gali rinkti kandidato, pretenduojančio eiti pareigas arba atlikti darbo funkcijas, asmens duomenis, susijusius su kvalifikacija, profesiniais gebėjimais ir dalykinėmis savybėmis, iš buvusio darbdavio prieš tai informavęs kandidatą, o iš esamo darbdavio – tik kandidato sutikimu.

In English: a controller may collect a job candidate's personal data relating to their qualifications, professional abilities and business qualities from a former employer after informing the candidate, and from the current employer only with the candidate's consent. certo asks for less (dates and a job title, no opinion), and the person did more than hear about it: they asked for it.

  • Art. 6(1)(a) GDPR, consent. The legal basis for your answer, whether you are a former or the current employer.
  • Art. 7(1) GDPR, proof of consent. certo records which account asked, when, and for which facts. Write to support@certo.bio and we send you the record for your request.
  • Art. 5(1)(c) GDPR, data minimisation. You confirm or leave unticked only the facts listed. Add nothing else: anything beyond them is not covered by the person's consent.

What this means for your answer

  • Tick only what your HR, payroll or personnel records show.
  • Not sure it is the same person? Press "We can't find a matching record". Never confirm a record you are not sure is theirs.
  • Your policy is not to answer? Press "We do not answer these requests". The record shows your organisation declined, and nobody else there is asked.

Sources

This page is not legal advice. It reflects the law as it stood on 26 October 2026.