REGULATION OF OCCUPATIONAL HEALTH FOR PREGNANT WORKERS IN LITHUANIA: COMPLIANCE WITH EUROPEAN UNION STANDARDS AND CONTEMPORARY SCIENTIFIC EVIDENCE

Abstract

Objective. To evaluate the compliance of the current legal framework on working conditions for pregnant, recently given birth, and breastfeeding workers in Lithuania with the latest scientific evidence and European Union directive provisions, to identify regulatory gaps, and to formulate recommendations for policy improvement.

Materials and Methods. A comparative legal analysis and narrative literature review were conducted, comparing current national legislation with recent European Union legal acts (specifically European Parliament and Council Directives (EU) 2022/431 and (EU) 2024/869) and International Labour Organization (ILO) conventions. A comprehensive methodological approach was applied, integrating statutory content analysis, synthesis of toxicological and epidemiological evidence, and assessment of ergonomic and psychosocial risk factors within the framework of modern hybrid and remote work.

Results. The study revealed that current national regulations (Government of the Republic of Lithuania Resolution No. 469, 2017) reflect a traditional and static model of the work environment. In terms of chemical safety, there is an urgent need to tighten the control of reproductive toxins (reprotoxins), introduce explicit provisions for endocrine-disrupting chemicals (EDCs), and harmonize lead occupational exposure limits with the newest EU standard (0.03 mg/m³). Biomechanically and ergonomically, current regulations do not sufficiently account for dynamic anthropometric changes during pregnancy, relaxin-induced joint laxity, or remote workstation self-assessment needs. In the psychosocial domain, tools are lacking to mitigate digital technostress, constant availability pressures, and the absence of a legally recognized "right to disconnect," which are critical to protecting maternal and fetal neuroendocrine homeostasis.

Conclusions. The 2017 regulatory framework requires a substantial revision to align with modern labor market structures and advancing scientific evidence. It is recommended to legally embed the principle of "reasonable accommodation," adopt a dynamic (trimester-based) risk assessment algorithm, and provide comprehensive methodological guidelines for employers.