Financial Licences in Lithuania

The legal framework in Lithuania enables entrepreneurs from all over the world to offer a variety of financial and investment services to their clients. These services may be offered in accordance with licenses that the Bank of Lithuania has issued.

Companies are allowed to participate in any financial activity that is not expressly forbidden by law, according to Lithuanian law.

Legal organizations operating in the financial market set up in the Republic of Lithuania are issued licenses by the Bank of Lithuania allowing them to offer financial services.

The Bank of Lithuania seeks to ensure that all participants entering the financial sector are reputable, financially secure, have skilled management, and have an unblemished reputation through licensing businesses.

At present, the Bank of Lithuania regulates more than 650 financial market participants, including banks, credit unions, insurance companies, payment institutions, management firms, and others. The Bank of Lithuania has a risk-oriented approach to financial market supervision. This means that the bank’s agents prioritize providing resources to the biggest players in the financial market or to the financial services and goods that provide the greatest hazards to customers.

One of the Bank of Lithuania’s top strategic priorities is the creation of a regulatory and supervisory framework that is favorable to FinTech and the promotion of innovation in the financial industry. The bank works with other government agencies to foster an environment that is favorable to fintech. This intends to draw new businesses from all over the world to Lithuania and promote the expansion of FinTech solutions there.

In line with this direction, the Bank of Lithuania puts forward the following solutions:

Derikta provide assistance in obtaining the following financial licenses:



Options, usually referred to as stock options, have long been acknowledged as a powerful incentive tool. The revisions to the Income Tax Act (VAT) that took effect in February have increased their popularity in recent years, especially after 2020.

The popularity of options has also been influenced by the pandemic, which disrupted the business world and compelled employers to explore innovative ways of attracting new talent. From using unconventional methods like finding employees on dating apps to offering enticing financial incentives for individuals with exceptional skills or qualifications, companies have sought to adapt to the changing landscape. Consequently, employee stock options are gradually becoming an integral part of workplace culture. They benefit companies by fostering long-term employee loyalty and provide employees with financial security for their future within the company.


The principle of employee stock options is similar to other stock options. It is a financial instrument that grants the holder the right (but not the obligation) to purchase company shares at an agreed price, often referred to as the preferred price, within a specified timeframe. One of the objectives of implementing stock options can be to foster long-term and loyal relationships with employees and introduce a flexible compensation policy within the organization. This motivational package helps shape an appealing company culture and public image, while also ensuring employee motivation through the prospect of material benefits and increased confidence in the future. Stock options can be granted to employees by their employer or other organizations within the corporate group.

Stock options may be granted not only to corporate workers but also to those without an employment contract with the firm, such as hired finance specialists or external consultants, so long as their relationship with the company is similar to an employment relationship. It should be noted that in such circumstances, only those people may be free from GPM (Personal Income Tax), as defined in Article 2 of the General Agreement on the 32nd.

The terms and conditions for issuing stock options may be altered to better suit the business’s goals. For instance, an option transaction may be contingent upon the satisfaction of certain requirements, such as the general success of the business, the tenure and accomplishments of the employee, and variations in the share price. The organization offering the stock option may also decide on additional metrics important to the business’ performance.


An employee does not receive company shares as a direct result of a stock option sale. Instead, it gives the employee the right to purchase firm shares in the future. The actual transfer of shares takes place through a subsequent transaction after an option transaction, which the employee can always opt out of. If an employee chooses to exercise their right to the optional transaction, a transfer of shares is carried out between the employee and the company by a gift, sale, or other share transfer method, finally making the employee the legal owner of the shares. Typically, shares are distributed to employees by issuing new shares or by transferring shares that the business or current shareholders already own. According to custom, the option beneficiary is typically allowed to exercise the payment option once a certain amount of time has passed throughout the option term, for example.

Upon exercising the intended option, the shares are not directly transferred to the employee. Instead, the employee receives the value of the shares in cash, which is determined and accounted for at the time of exercising the option.


Employee stock options are a risky investment, just like any other financial instrument. One of the main goals of offering stock options is to motivate workers, encourage employee retention, and draw in new talent, all of which will improve the employer’s reputation. As a result, safeguards within the transaction must be established to handle circumstances where employees fail to achieve the requisite requirements, leave the organization, or where the options are no longer useful to the company.

It is advisable to include clauses in an option transaction specifying that an employee forfeits the ability to exercise the option if they leave the company for reasons deemed unlawful (such as being fired for flagrant violations of labor rules). It is absolutely possible to set standards for when a person should leave their job, like when they reach certain objectives. Additionally, a number of protections can be put in place to keep ownership of shares and voting rights. For instance, the employee might receive cash compensation rather than shares in the event of a company-wide share repurchase by an investor, where all shares are bought back.

A well-prepared stock option plan that encompasses legal and risk management aspects can serve as a highly effective tool for enhancing the company’s reputation as an employer, attracting and retaining talented employees, and delivering direct financial advantages. In situations where employees are becoming more pragmatic about the benefits offered by their employers, or when they fail to perceive the direct value generated by certain perks (such as a lavish office space for an employee primarily working remotely), stock options can offer significant advantages. They represent a powerful means of boosting motivation and fostering enduring relationships built on long-term mutual interests.

DERIKTA LT, MB can assist with the creation of crucial paperwork needed for your application procedure. This entails creating a thorough business plan for your project, meeting accounting requirements, running the business and managing its key employees, as well as taking essential anti-money laundering (KYC/AML) compliance aspects into mind. The application cycle can be greatly shortened by adhering to these suggestions, allowing businesses interested in obtaining licenses for electronic money, payment institutions, banks, or cryptocurrency licenses to effectively and quickly realize their initiatives in Lithuania.

Over 300 applications for financial licenses have been submitted to the Bank of Lithuania since 2018, and the bulk of them have been granted. Companies involved in the electronic money institution industry have received the most licenses over the past three years—more than 50 in total.

DERIKTA LT, MB is dedicated to supporting you in the registration of your company in Lithuania. Additionally, we are pleased to provide our clients with comprehensive accounting services and guidance throughout the process of obtaining financial licenses.



Registration number: 305883144
Registration Date: 24-08-2021.
Address: Giruliu G. 5, Vilnius, 12124, Lithuania.

We are happy to answer any questions you may have during our office hours, 9AM–5PM.

+370 6279 1138

We try to answer all e-mail enquiries within 1 hour between 9AM–5PM [EASTERN EUROPEAN SUMMER TIME]


Scroll to Top
Seraphinite AcceleratorOptimized by Seraphinite Accelerator
Turns on site high speed to be attractive for people and search engines.