19th June 2026
The Office of the Equal Opportunities Ombudsperson has presented recommendations aimed at ensuring stronger protection against sexual harassment, including proposals to increase employers’ responsibility.
On 17 April 2026, the practical conference “Sexual Violence in Lithuania: Situation, Challenges and Reform Directions” took place at the Seimas Visitor Centre in Vilnius. The event, intended for legal experts and representatives of public institutions and non-governmental organizations, featured a legal review and expert insights presented by the Office of the Equal Opportunities Ombudsperson on the issue of sexual harassment.
Photo by the Seimas Chancellery (author: Ūla Liškevičiūtė)
According to the Equal Opportunities Ombudsperson, Birutė Sabatauskaitė, the current legal framework does not provide sufficient protection for victims of sexual violence and harassment. She noted that the package of legislative amendments currently under consideration in the Seimas could significantly improve the situation.
“The reform package, developed by representatives of institutions, academia and civil society, is an important step towards a more modern approach to sexual offences. I am pleased that it also reflects recommendations put forward by the Office. For example, the introduction of administrative liability for sexual harassment in public places, as well as the application of criminal liability even in the absence of an official or other relationship of dependency between the victim and the perpetrator,” said the Ombudsperson.
Calls for Greater Employer Responsibility
The legal review conducted by the Office also highlights the need to strengthen the prevention of sexual harassment in the workplace.
Photo by the Seimas Chancellery (author: Ūla Liškevičiūtė)
“Under the Law on Equal Treatment, employers are responsible for ensuring that sexual harassment does not occur within a company, institution or organisation, and for responding appropriately if such cases arise. Greater attention should therefore be paid to preventive measures and accountability,” said B. Sabatauskaitė.
The Ombudsperson pointed out that, at present, only organizations with 50 or more employees are legally required to adopt policies on the prevention of violence and harassment and to implement equal opportunities measures.
Photo by the Seimas Chancellery (author: Ūla Liškevičiūtė)
“However, such violations can clearly also occur in smaller workplaces. We therefore recommend amending the Labour Code to require organizations with at least 20 employees to devote greater attention to preventing sexual harassment,” she explained.
According to the Head of the Office, the preventive effect could also be strengthened through higher fines for employers who fail to comply with their legal obligation to protect employees from sexual harassment. Currently, fines for such violations range from €60 to €560.
According to B. Sabatauskaitė, these fines are disproportionately low in relation to the seriousness of the violation.
“Although the Office imposes fines only in exceptional cases, higher penalties could serve as a more effective deterrent against such violations,” said the Equal Opportunities Ombudsperson.
Fear of Public Reaction Discourages Reporting
According to Mintautė Jurkutė, Head of the Office’s Discrimination Prevention and Communication Group, the prevention of sexual harassment cannot rely solely on formal policies; greater attention must also be paid to societal attitudes.
“Disbelief in victims, victim-blaming attitudes, and subtle yet systemic forms of harassment are still frequently ignored in society. Because the environment for reporting sexual harassment remains unfavourable, victims rarely contact either the Office of the Equal Opportunities Ombudsperson or support organisations, unless the consequences are particularly severe,” said the expert.
According to M. Jurkutė, perceptions of sexual behaviour in the workplace may also differ according to gender.
“Representative survey data show that men are almost twice as likely as women to minimise or normalise behaviour indicative of sexual harassment.”
She emphasised that education is key to changing these attitudes.
“It is important not only to teach children how to recognise and avoid sexual harassment, but also to foster an understanding of respect, responsibility and personal boundaries from an early age. Clear rules are also necessary in schools, universities and workplaces — people must know that sexual harassment and violence will not be tolerated and that such behaviour will have consequences,” said M. Jurkutė.
Reform of the Legal Framework Under Consideration
In early June, the Seimas approved the reform package on sexual violence and harassment for further consideration following its submission. The proposed amendments aim to strengthen protections for women, men and children who have experienced sexual violence and harassment.
The legislative package includes amendments to the Criminal Code that would criminalise the online grooming of children, harmonise penalties for sexual violence against women and men, define sexual violence on the basis of the absence of voluntary consent, broaden the definition of workplace sexual harassment, and allow criminal liability to be applied even in the absence of an official or other dependent relationship.
The amendments also propose changes to the Code of Administrative Offences, introducing fines for sexual harassment in public places.
The conference is part of the project “VIOLET: Towards workplaces without sexual harassment and violence“, funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union. The European Union cannot be held responsible for them.”