Recently, CCFL member, CONSTAT Law Firm (lawyer Dr. Girius Ivoška), published an article about the new business (not only:)) trend – Workations.

Workations – the mix of work and leisure time spent in another location – have gained attention in Lithuania after high-profile cases of public figures working remotely from abroad. While the concept feels modern and flexible, under Lithuanian labour law it is not a special perk but simply a form of remote work. The law draws a strict line between work and vacation: one is for fulfilling duties, the other for rest and recovery. A “workation” blurs these lines but must still comply with the same rules as any other work arrangement.

For employers, allowing employees to work from another country requires more than informal approval. Clear internal policies should define who can request remote work abroad, what performance and cybersecurity standards apply, and how working hours are monitored. If a company itself initiates such an arrangement, for example sending a team to work from another location, it must treat it as a business trip and cover expenses like travel and accommodation while formally documenting the arrangement.

When a workation is requested by an employee, the employer has to consider practical factors such as the safety and infrastructure of the chosen location, reliable internet access, and clear rules on availability. In these cases, employees usually cover their own travel and accommodation costs unless agreed otherwise. What’s crucial is that such arrangements must be voluntary. Employers cannot force someone to work remotely from abroad, and refusal cannot be used as a reason for disciplinary action or dismissal.

Lithuanian labor law also provides special protections for some groups, such as pregnant employees, parents of young children, or people with serious health conditions or caregiving responsibilities. These employees have stronger rights to request remote work, and employers can only refuse if they can prove serious operational obstacles. For everyone else, a workation is not a guaranteed right but an option that depends on mutual agreement and proper organization.

This makes the idea of working from a beach or a foreign city less of a glamorous trend and more of a regulated form of remote work. To avoid legal risks, both employers and employees need to treat it with clear agreements, written policies, and respect for labor law boundaries. A workation can be a valuable tool for flexibility and motivation, but only when it is planned carefully and managed within the legal framework.

Read full article here!