An HR audit answers two questions: are we compliant, and are our people processes helping or holding back the business? For companies in Lithuania, 2026 adds a third: are we ready for pay transparency?
Use this checklist to see where you stand. If you tick fewer than two thirds of the boxes, a structured audit will likely pay for itself.
When a company needs an HR audit
- You are growing past 20 or 50 employees – the points where Lithuanian law adds new required documents.
- You set up in Lithuania quickly and the HR paperwork was “for later”.
- You are preparing for investment, a merger or a sale.
- A new HR or country manager is taking over.
- The State Labour Inspectorate has announced a check – or an employee dispute has started.
- You are facing employee attrition and want to know the root cause.
- You are challenged by employee morale issues.
- Business could grow faster if you could hire faster and grow people more effectively.
1. Documents and compliance
- A written employment contract for every employee, signed before the first working day.
- Work rules (darbo tvarkos taisyklės) adopted and known to employees.
- Employee notification on their personal data usage.
- A written remuneration system, available to employees.
- Job descriptions signed by employees.
- Benefits policy.
- Anti-harassment procedure.
- From 50 employees: an equal opportunities policy and detailed non-harassment policy and training.
- From 20 employees: a works council elected, informed and consulted where required.
- Working time records kept, including overtime.
- Remote work policies and request records.
- Annual leave records and schedules.
- Health and safety: risk assessment, instructions and training records.
- Personal data of employees and candidates processed in line with GDPR (retention periods, consents where needed).
- For non-EU employees: valid permits and employer notifications submitted on time.
2. Pay and pay transparency
- Job ads show a pay range; salary history questions removed from the process.
- Confidentiality rules adjusted in all the documents according to the requirements of the directive.
- Roles grouped by work of equal value, using skills, qualification, effort, responsibility and working conditions.
- Written criteria for starting pay, raises and bonuses.
- Pay compared by gender within each job group; unjustified gaps explained or corrected.
- A process to answer employee pay information requests within one month.
- All employers: payroll ready to send pay, working time and job group data to Sodra monthly from January 2027.
See our pay transparency checklist for details.
3. Recruitment and onboarding
- Every open role has an agreed description, must-have skills and pay range before the search starts.
- A consistent interview process with clear decision owners.
- An onboarding plan for the first 90 days, including the probation review.
- Clear expectations agreed with the hiring manager (direct manager for the role).
- Probation periods (up to three months) agreed in writing and actually reviewed.
- New joiner process defined.
4. Performance and development
- Goals set and reviewed at least once a year.
- Regular meetings are taking place to discuss the plans, challenges and development.
- Managers trained to give feedback and handle difficult conversations.
- A development or training plan for key roles.
- Succession identified for business-critical positions.
5. Organisation and HR capacity
- A current organisation chart with clear reporting lines.
- Someone responsible for HR – internal, external or shared.
- Employee turnover, absence and time-to-hire tracked.
- An exit process that captures why people leave.
What an Amber Axis HR audit includes
We start with a kick-off interview, scoping out the work and the resources needed to complete the audit. The usual parts of the audit (but not limited to) are:
- Document review
- Interviews with the managers and decision makers
- Interviews with selected personnel
- Visits to the office/facility to monitor the day-to-day, work conditions and other practical elements of the life in the company.
- The audit usually takes 4-6 weeks and client is provided with detailed conclusions of status, observations and recommendations by business minded HR expert.
How Amber Axis can help
We review HR documents, processes and pay systems for companies in Lithuania and turn the findings into a clear action plan – including pay transparency readiness. See our HR audit service or contact us.
Sources
- Sorainen: EU Pay Transparency Directive in Lithuania – key requirements for employers
- Directive (EU) 2023/970 on pay transparency (EUR-Lex)