Hiring
Hiring the first Baltic employee: a practical employer checklist
Your first Baltic hire creates more than a contract. It can trigger local payroll registration, social-security contributions, employment-law obligations, workplace policies, and possibly corporate tax questions if the employee has authority or runs core revenue activity.
- Confirm the employee’s normal country of work.
- Register with payroll and social-security authorities if required.
- Use a compliant local employment contract.
- Map working time, holiday, sick leave, and termination rules.
- Check whether the employee can bind the company commercially.
- Document remote-work, equipment, and data-security arrangements.
| Hiring route | Best fit | Main caution |
|---|---|---|
| Direct local employment | Long-term hire, core team, clear local presence. | Requires local payroll and employment compliance. |
| Employer of record | Testing one role or entering quickly. | May become expensive and does not remove every substance question. |
| Contractor | Independent supplier with multiple clients and low control. | Contract wording does not decide employment status by itself. |
Sources: Your Europe employer registration and contributions, European Labour Authority on bogus self-employment.