Every employee holds a constitutional right to freedom of expression, yet in practice this right is not absolute — especially when it conflicts with an employer’s interests and business ethics. The Lithuanian Supreme Court (LAT) issued a significant ruling in late March 2026, drawing a clearer boundary between personal opinion and an employee’s duty of loyalty.
The Case and the Court’s Position
The case involved an employee dismissed after making controversial public statements that contradicted the company’s values and, according to the employer, posed a reputational risk. LAT highlighted several key aspects:
- Content and form matter: While personal beliefs are respected, the way they are expressed must not be offensive to colleagues or directly harmful to the employer’s rights.
- Reputational damage must be proven: The employer must demonstrate real and significant harm — hypothetical assumptions are insufficient.
- Social media is public: Posts on social networks are treated as public statements, especially when the employee can be easily linked to their employer.
Source: Supreme Court of Lithuania, 24 March 2026.
