When universal conscription is not only compulsory but also fair Tomas Godliauskas, Head of the Total Defence Association
Tomas Godliauskas, Head of the Total Defence Association
Public debate on universal conscription often centres on whether society is ready for it. The latest representative survey shows that this question has largely been answered: 76 per cent of Lithuanian residents support universal conscription by 2030, while 51 per cent believe it should be implemented as soon as possible. This is an unequivocal mandate for action, but it comes with conditions. By supporting universal conscription, the public is asking decision-makers to create a model that is both compulsory and fair.
People have clearly identified the conditions they expect the model to meet. The five most important are:
- The opportunity to perform non-military service in civil protection, medicine, cybersecurity and other fields.
- High-quality, modern training.
- The opportunity to serve in one’s own region.
- Service by all social groups without exemptions, including people with influential connections.
- Fair remuneration during service.
The final factor is particularly important for people who are already employed. They say that service must not become a financial burden on an individual or family, place mortgage payments at risk, or result in the loss of several months’ income. If we expect people to accept responsibility for national security, we must ensure that their decision to serve does not carry a disproportionate personal cost.
Total defence is therefore a responsibility shared by political leaders, the armed forces and wider society. Employers have an equally important role.
The Total Defence Association is calling on Lithuanian businesses, institutions and organisations to join an initiative supporting employees who volunteer for compulsory initial military service by helping them maintain their income or otherwise compensating for the financial difference during their period of service. Some organisations may maintain an employee’s usual level of income, while others may provide an additional payment linked to the state-funded allowance. The precise mechanism matters less than the underlying principle: an employee who chooses to serve should feel supported by both the state and their employer. This would establish a positive practice that could be adopted across Lithuania in line with each employer’s capacity.
The return on this investment will likely be clear to most employers. During service, employees develop leadership skills, learn to take initiative in challenging situations and strengthen their ability to work as part of a team. These skills are valuable in every organisation. Supporting service is also an investment in long-term relationships with employees, organisational resilience and, of course, the country’s defence capability. The more employers contribute to establishing this standard, the less universal conscription will be accompanied by the question “What will I lose?” and the more often people will ask, “How can I contribute?”
