The article provides clarification on what constitutes overtime work according to Lithuania's Labor Code, particularly focusing on Article 119. It defines overtime as work that exceeds the established duration of the working day or the norm for an accounting period, and emphasizes that overtime can only occur under specific circumstances, such as organizational needs or extra workload requirements. Employees are limited to a maximum of 8 hours of overtime in a week, unless they provide written consent to work up to 12 hours. Furthermore, the maximum allowable overtime in a year is capped at 180 hours unless otherwise stipulated by a collective agreement.

The article also underlines the importance of adhering to labor laws, specifically regarding the necessity of obtaining written consent from employees before requiring them to work overtime. It points out that overtime should not become a routine part of work organization and should only be invoked when there is genuine need, reinforcing the legal framework that safeguards employee rights. Chancellor Šarūnas Orlavičius' comments emphasize the balance between employee rights and employer demands.

In conclusion, the article serves as an informative guide for both employers and employees regarding the application of overtime regulations in Lithuania. It highlights the legal boundaries and responsibilities that both parties must adhere to, ensuring that labor practices remain fair and within the framework of the law. This is particularly relevant in the context of the contemporary labor market, where clarity on overtime can prevent disputes and foster positive employer-employee relations.