In June 2002, the Latvian Labor Code was amended following EU regulations. The rights to work, equitable and fair compensation, and safe working conditions for workers are all included in the law. Trade unions and collective labor agreements are recognized under Latvian legislation. Employees and employers may join forces to create trade unions that will agree on rules to govern labor relations. The rules may particularly govern salary and work protection, the conditions under which contracts may terminate, and social security benefits for workers. However, an employee may also be subject to responsibilities under a collective bargaining agreement.

Contracts for employment in Latvia

In Latvia, an employment contract is reached between an employer and an employee and includes guidelines that the employee must follow in return for payment and a secure workplace. A written labor agreement must be reached. Upon completion of the labor contract, the employer must register it. The employment agreement may be made for a limited period or permanently. The maximum duration of the Latvian temporary contract is two years. The agreement will be regarded as a contract for an endless time after this point. In Latvian businesses, the standard workweek is 40 hours of 8-hour days, with any more hours requiring written permission. No more than 144 hours of overtime should be worked annually. Employees are entitled to breaks during the working day, including one of at least 30 minutes after 6 hours of work. Employees are entitled to 4 weeks of paid vacation every year, which may be split up into several chunks as long as one of them is at least 2 weeks long. The contract may, if appropriate, include provisions requiring secrecy and prohibiting the employee from working for rival companies after leaving the company. A labor contract may be terminated by either the employer or the employee with one month’s notice. 

Latvia work rules

The Labor Law is the fundamental piece of law that regulates employment in Latvia. The following are the main components of Latvia’s recruiting procedures:

Advertisement for jobs

When a post becomes available, employers in Latvia usually publicize it to draw in applicants. Job descriptions should be truthful and transparent regarding the duties, responsibilities, and qualifications of the position.

Same treatment

You must discriminate in the hiring process as an employer. You cannot choose a candidate, for instance, based on their gender, ethnicity, color, age, ability, religion, sexual orientation, or any other comparable factor. You risk penalties or even delays if you violate Latvia’s employment compliance regulations.

The selection and application procedure

Employers in Latvia generally go through applications once they are received to narrow the field of applicants for further evaluation. Multiple phases of the selection process, including interviews, written examinations, practical tasks, and reference checks, may be included. The selection criteria must be job-related and based on factual criteria.

Employment agreements

The company makes a job offer to the preferred applicant after the selection process. The terms and conditions of employment, such as working hours, pay, benefits, leave rights, and notice periods, are then laid down in an employment contract. The Labor Law’s requirements must be met by the contract.

Work permits

To work in Latvia, non-EU/EEA residents often need to get a work permit. The employee’s work permit application may need the company to back it with pertinent paperwork.

Trial phase

The Labor Law permits a probationary or trial period so that the employer and employee may determine if they are a good fit. For normal workers, a trial period may last up to three months, and up to six months for management jobs. The employment contract should specify in detail the terms and expectations for the trial period.

Terms and conditions

The Labor Law lays forth basic requirements for working conditions, such as clauses relating to working hours, overtime, vacations, and yearly leave. These requirements, which safeguard workers’ rights, must be followed by employers.

Collective agreement

There may be collective bargaining agreements in certain industries, negotiated by employers’ groups and labor unions. Beyond what is required by law, these agreements may offer extra rights and benefits for workers.

Employee benefits

The legislation of Latvia mandates several benefits for employees, including social security payments, health insurance, paid time off for illness, and parental leave. In general, employers are responsible for paying into these benefits and making sure that all laws are followed.

Terminating employment

In Latvia, the regulations of the Labor Law must be followed while ending an employment connection. According to the terms of the employment contract or collective bargaining agreement, employers are required to provide appropriate notice periods or compensation instead of notice. In addition, a person’s employment may be terminated by mutual consent, resignation, retirement, or disciplinary action for good reason.

Age required for employment

In general, Latvia’s employment age is 18 years old. However, minors as young as 15 years old are permitted to work with their parents or guardians’ permission, subject to certain limitations on working hours and kinds of jobs.

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