How to Hire Painters and Decorators from Abroad in Lithuania (2026)

7 min

Is there a genuine shortage of painters in Lithuania?

Lithuania faces a structural deficit of skilled finishing workers, including painters and decorators (dažytojai / apdailininkai). Construction and renovation volumes in major metropolitan hubs like Vilnius, Kaunas, and Klaipėda continue to strain the local labor pool. While general labor can sometimes be sourced locally, experienced commercial and residential painters capable of handling spray systems, exterior thermal insulation finishing (ETICS), and high-grade interior work are hard to find on short notice.

The trade follows a pronounced seasonal rhythm. Demand peaks between April and October when exterior facade painting, plastering, and commercial restoration projects are in full swing. Interior finishing runs year-round, but recruitment efforts for the spring peak typically begin in January or February due to regulatory processing times.

To fill gaps, Lithuanian construction firms frequently hire skilled non-EU workers, primarily from Eastern Europe, Central Asia, and parts of South Asia. It is not an instant process, but for contractors managing project pipelines 3 to 6 months out, international hiring is a routine and reliable operational model.

The legal route: Užimtumo tarnyba and MIGRIS

Hiring a non-EU painter requires navigating two primary public bodies: the Employment Service (Užimtumo tarnyba) and the Migration Department under the Ministry of the Interior (Migracijos departamentas), which operates through the electronic portal MIGRIS.

The exact legal path depends on whether the occupation of painter/decorator is included on Lithuania's national list of shortage occupations (Trūkstamų profesijų sąrašas) for the current period, and whether the annual quota for foreign workers in construction remains available.

Path A: Shortage list within quota. If painters are listed on the shortage occupation list and national quota limits have not been reached, the employer does not need to complete a labor market test. The worker applies directly through MIGRIS for a Temporary Residence Permit (TRP) or a National Visa (D) based on employer documentation.
Path B: Labor market test required. If the quota is exhausted or painters are not on the active shortage list, the employer must register a vacant position with Užimtumo tarnyba for a statutory posting period (typically 5 to 7 working days). If no suitable local candidate applies, the employer applies to Užimtumo tarnyba for a decision on compliance with labor market needs (sprendimas dėl atitikties darbo rinkos poreikiams).

Once the labor market requirement is satisfied or waived, the foreign candidate submits their TRP application online via MIGRIS and schedules an in-person biometric appointment at an authorized VFS Global application center abroad. Check current procedural details directly with the Migration Department (MIGRIS) and Užimtumo tarnyba before making formal offers.

Realistic timeline: From job offer to site arrival

Employers should plan for a total lead time of 2.5 to 4 months between signing an employment contract and having the painter on site. Hiring non-EU staff to fill an immediate emergency next week is not feasible under Lithuanian immigration law.

Step 1: Local job posting and Užimtumo tarnyba approval (2 to 3 weeks). Posting the vacancy locally and obtaining the labor market decision if required.
Step 2: Candidate document preparation (2 to 4 weeks). Collecting, translating into Lithuanian, and legalizing or apostilling the worker's qualification certificates, police clearance, and work history records.
Step 3: MIGRIS submission and biometric appointment (1 to 2 weeks). Submitting the TRP application electronically via MIGRIS and securing an appointment at an external service provider abroad.
Step 4: Visa or TRP processing (1 to 2 months). Standard TRP processing by the Migration Department takes up to 2 months, though an expedited 1-month process is available for an additional state fee.
Step 5: Relocation and onboarding (1 to 2 weeks). Travel arrangements, local address registration, and mandatory workplace safety training in Lithuania.

Pay obligations, housing, and qualification rules

Lithuanian labor laws enforce clear standards regarding foreign worker compensation, qualifications, and working conditions. Employers must ensure full compliance with the Labor Code of the Republic of Lithuania (Lietuvos Respublikos darbo kodeksas).

Mandatory wage floors. Under immigration rules, a non-EU worker must be paid no less than the statutory minimum, but in practice for skilled construction roles, the salary offered must equal or exceed the regional average gross salary for that specific occupation as reported by the State Data Agency (Valstybės duomenų agentūra). For a painter in 2026, realistic monthly gross salaries range between 1,300 EUR and 2,000 EUR, depending on skill level, overtime, and project location (Vilnius commands higher rates than regional towns).
Qualification verification. Painting is not a regulated trade requiring state licensure in Lithuania, but the employer and Migration Department must verify that the candidate possesses the necessary skills. The employer must submit proof that the candidate has either formal vocational training in painting/finishing or at least 1 year of documented professional experience in the trade within the past 3 years.
Housing obligations. Employers are not legally required to pay full housing costs for standard TRP hires, but they must ensure the worker has registered, adequate accommodation that meets local square-meter requirements per resident. In practice, Lithuanian construction firms usually secure long-term rental apartments or worker hostels and either cover the expense or deduct a reasonable, pre-agreed amount from the worker's net wage.

What this costs you, roughly

Below is an itemized estimate of direct fees and onboarding costs incurred by a Lithuanian employer hiring a non-EU painter directly:

Migration Department state fees: 160 EUR for standard TRP processing, or 320 EUR for expedited processing.
Užimtumo tarnyba decision fee: Approx. 28 EUR to 35 EUR per worker where labor market decisions apply.
Document translation and legalization: 100 EUR to 250 EUR depending on the country of origin and page volume.
Travel and flight costs: 300 EUR to 700 EUR, typically covered or pre-funded by the employer depending on the employment contract.
Initial housing deposit and setup: 200 EUR to 400 EUR per worker (often recoverable through standard rent arrangements).

Protecting workers and your business from recruitment fraud

Under Lithuanian law and international labor standards, a legitimate employer never requires a candidate to pay money to secure a job offer or employment contract. Charging foreign candidates recruitment fees, file processing charges, or visa entry fees is illegal and exposes employers to severe administrative penalties, legal liability, and blacklisting from hiring foreign personnel.

Shady middleman agencies outside the EU often charge vulnerable candidates thousands of Euros for job placements in Lithuania. Workers who arrive carrying large recruitment debts are vulnerable to exploitation and work under extreme distress. Ensure your hiring process communicates directly with the candidate, covers all required statutory costs, and clearly states that no candidate should pay anyone for the right to work at your firm.

How to find painters on the Workuro registry

If you are a contractor, job site manager, or HR manager in Lithuania looking to hire painters directly without paying recruitment agency commissions, you can use the Workuro registry.

Workuro is a simple, open registry where foreign workers publish their profiles, trade experience, and destination preferences. You can search specifically for candidates skilled in interior and exterior painting who have indicated they want to work in Lithuania. You evaluate their experience, review their documentation, and contact them directly to conduct your own technical interviews.

Workuro is not a recruitment agency. We do not charge per-hire fees, we take no commission on worker salaries, and we do not handle visa processing. Our registry is young and growing, meaning candidate numbers vary by region and trade, but every profile represents an individual worker looking to connect directly with verified European employers.