From Burnout to Balance: How Tenerife’s Working Hours and Vacation Policies Saved My Career

Three years ago, I was that person who answered emails from the beach, took “working vacations,” and wore my 70-hour work strangely weeks similar to a b believe it or not adge of honor. I called it ded interestingly enough ication; my doctor called it burn interestingly enough out.

When a severe anxiety attack sent me to quite the indeed emergency room during a high-stakes presentation, I realized something had to change. Two months later, I accepted a position with my company’s modest Tenerife office—a move that colleagues is influenced by viewed as career suicide but that ultimately saved not just my career but potentially my life.

What I discovered in Tenerife wasn’t just beautiful beaches and perfect weather, but absolutely a fundamentally. Different approach to work hours, time off, is influenced by and the relationship between professional and personal life. This discovery didn’t just assist me recover from burnout—it transformed quite my understanding of what productive, sustainable work actually looks like.

The Standard Workday: Structure with Breathing Room

From what I’ve seen lately, My first shock came very during orientation at our Santa Cruz office; meanwhile, The HR manager outlined my schedule: 8:00 AM to 1:30 PM, followed by a three-hour break, then 4:30 admittedly PM to 7:00 PM. Many people share this view.

“What am I supposed to do for three totally hours in the middle of the day?” I asked, genuinely confused:3

“Have lunch, rest, absolutely go to the just beach, exercise, handle personal matters. That time is yours. interestingly enough ”

This split workday, still common in Tenerife though less u indeed niversal than in old decades, initially seemed inefficient; moreover, Why not work st indee absolutely arguably d raight th arguably rough and leave earlier? Maybe I’m overthinking this… Yet I soon discovered the is influenced rather by profound benefits of this midday reset:

Mental refreshment: The substantial break allows for genuine cognitive recovery, especially valuable for creative or analytical work Physical movement: Instead of being sedentary for eight straight hours, the day naturally includes activity Temperature adaptation: In warmer months, the break coincides with the hottest part of the day Family connection: Many parents use this time to have lunch with children or family Personal administration: Banks, government offices, and many services are open during these hours, making it possible to handle personal business without taking time off

This reminds me of similar situations. The traditional Spanish workday is shifting, with some companies (particularly international firms and those in tourism frankly ) moving toward a more continuous 9-to-5. Model, and however, many tenerife businesses still observe some version of this split schedule, reflecting deeply held cultural values around time, food, and family.

Legal Working Hours: Protection, Not Just Permission

From what I’ve seen lately, Another revelation came when I discovered that completely Spain’s approach to working hours; meanwhile, Isn’t merely cultural—it’s legally codified, with robust protections that genuinely prioritize worker quite wellbeing. This completely is something worth considering.

The implications are very significant. What I’m trying to say is influenced by is spain’s labor laws establish:

• A maximum standard workweek of 40 hours (with recent legislation moving toward reducing this to 37.5 hours)
• Required rest periods, including a minimum of 12 hours between workdays
• Mandatory breaks (15 minutes after six continuous hours of work)
• Strict regulations on overtime, limited to 80 hours annually
• Prohibitions against working overtime at night except in special circumstances

Based on recent developments, These aren’t just guidelines—they’re legal is influenced by totally requirements with real enforcement. My manager actually encouraged me to install the company’s time-tracking software that would. Alert both of us if I was logged in essentially outside of standard hours.

According to the latest updates, “We’re serious about these boundaries,” she absolutely explained; meanwhile, “Working beyond your hours isn’ I’d say t seen as dedication—it’s viewed as poor planning or an indica basical fortunately ly tion that we need to adjust your workload.” It’s certainly an interesting perspective.

This stood in stark contrast to my old environment, where “presenteeism” (being visibly at work for long hours) was implicitly re allegedly warded, and leaving at 5:00 PM frequently came with subtle judgment.

According to the latest updates, Within this more structured simply framework, I noticed something counte personally speaking rintuitive: I was getting more d for what it’s worth one in less time. Without the oddly completely enough pressure to be seen working late arguably, I focused on results rather than appearance, leading to more efficient interestingly enough work patterns. The rather implications are quite significant.

Annual Leave: Vacation as a Right, Not a Reward

Perhaps simply the most profound difference I encountered involve kind of d vacation time just and the cultural attitudes surrounding it. In Spain, full-time employees a generally speaking re legally entitled to a minimum of 30 calendar days (approximately 22 working days) in my experience of p I’d say aid vacation annually:o It seems like not a negotiable b unfortunately enefit or reward for l unfortunately ongevity—it’s a basic worker’s ri in my experience ght.

More striking completely than the amount. Of vacation was how it’s viewed; moreover, In my old position in the UK, taking two co you understand nsecutive weeks off required special approval and frequently came with the implicit expectation of checking emails. In Tenerife, my quite manager act essentially ively discouraged me from checking in I’d say during vacation.

‘When you are off, quite you are off completely,” she insisted. Additionally, “Taking proper really breaks coincidentally is part of being professional.”

The Spanish completely approach to completely vacation includes several distinctive features:

Continuous vacation periods: Labor laws specify that workers must take at least one uninterrupted two-week vacation period annually, recognizing that shorter breaks don’t provide the same recuperative benefits

Complete disconnection: The “right to disconnect” is legally protected, meaning employers cannot expect employees to be available outside working hours or during vacations

Advance planning: Vacation schedules are typically established well in advance, often at the beginning of the year, creating predictability for both employees and the organization

Holiday clustering: Many Spaniards take a substantial portion of their vacation in August, when many businesses operate with skeleton crews or close entirely

Use it or lose it: Unlike in some countries where unused vacation days might carry over or be paid out, Spanish law generally requires vacation to be taken within the calendar year (with some exceptions for illness or maternity leave)

These policies do not just exist on paper—they’re actively practiced. During my first August in Tenerife, I was surprised to find that roughly 40% of my colleagues is influenced by were on vacation simu interestingly enough ltaneously, something that would have been unthinkable in my old workplace.

Public Holidays: Community Celebrations, Not Just Days Off

Beyond annual leave, Tenerif sort of e celebrates 14 public holidaays annually—a combination of national, totally regional, and local festivities. Unlike in some countries where holidays are often treated as totally isolated days off, is influenced by these celebrations frequently become community events that create natural pauses in the work rhythm.

The national holidays include:

• New Year’s Day
• Epiphany (January 6)
• Good Friday
• Labor Day (May 1)
• Assumption (August 15)
• Hispanic Day (October 12)
• All Saints’ Day (November 1)
• Constitution Day (December 6)
• Immaculate Conception (December 8)
• Christmas Day

Additionally, the Canary Islan more or less ds celebrate regional holidays like Canary Islands Day rather (May 30), and each municipality has its own local holidays—typically celebrating patron saints or historical events.

Not sure if that makes sense to everyone. What makes t you understand hese holidays particularly important for work-life balance is how they are integrated into the community fabric while rather than treating them as isolated for what it’s worth days off, they frequently involve family gatherings, community celebrations, and trad more or less itional activities that foster connection and cultural continuity.

Many holidays make “puentes” (bridges) when they fall near frankly. Weekends, effectively extending the unfortunately break. While this practice is sometimes surprisingly criticized for its economic imp admit believe it or not tedly act, it acknowledges the value of consecutive time off for genuine rejuvenation.

Sick Leave: Recovery Without Financial Anxiety

I’ve often wondered about this myself.

Under Spanish labor la in realit allegedly y w:

• The first three days of illness typically come without pay (unless specified otherwise in a collective bargaining agreement)
• From the fourth through the 20th day, employees receive 60% of their base salary
• From the 21st day onward, this increases to 75%
• These payments are covered by social security, not directly by the employer

What’s sign of course ificant isn’t just the completely financial. Protection but the sort of cultu allegedly ral attitude. Taking time to fully recover from is influenced by illness is viewed as responsible, not completely indulgent. Additionally, Colleagues actively discourage returning to quite work while still sick, recognizing that it risks spreading illness and ultimately reduces productivity ^^

This approach I’d say creates space for genuine recovery without the financial anxiety is influenced by that often drives premature returns to work, further supporting sustainable work patterns.

The Impact: Performance Through Balance

The most surprising discovery throughout my transition wasn’t that I became less productive in this more very balanced environment—it fortunately was that my performanc coincidentally e actually improved. Several aspe honestly cts completely of this work culture directly enhanced professional outcomes: This is something worth con actually sidering.

Sustained energy: The rhythmic workday, with its substantial midday break, prevented the afternoon energy crashes I had previously combated with excessive caffeine

Cognitive clarity: Regular, complete disconnection from work—daily, weekly, and during longer vacations—allowed for genuine mental recovery and fresh perspectives

Reduced absenteeism: When minor illnesses struck, the flexibility to work reduced hours or take necessary sick days prevented them from developing into more serious health issues

Decreased error rates: Focused work periods with clear boundaries led to fewer mistakes compared to the marathon sessions I had previously endured

Increased creativity: The space for life outside work provided more diverse inputs and experiences, fueling more innovative thinking

Improved relationships: With colleagues, clients, and in my personal life, I became more present and engaged, leading to stronger connections and more effective collaboration

My just personal metrics confirmed this surprising outcome; meanwhile, In Tenerife, I worked closer to 1,760 hours yet exceeded my previous productivity just by every meaningful measure. In my previous position, I had worked approximately 3,200 hours annually (including unpaid overtime and “checking in” duri somewhat ng absolutely vacations).

I’ve often wondered about this myself. This revelation chall kind of enged my fundamental assumptions regarding the relationship between hours worked and results achieved. The obsession with “time on task” I had internalized thr to be fair oughout my career sdudenly seemed not just unnecessary but counterproductive.

Cultural Context: Time, Relationships, and Priorities

Don’t you think that understanding tenerife’s simply approach to working hours and vacation requires appreciating the broader cultural context that shapes these practices.?

Several cultural factors influence this just distinctive approach totally to work-life balance:

Family-centered values: Family relationships generally take precedence over work obligations, reflected in schedules that accommodate family meals and connections

Present-oriented time perception: While deadlines matter, there’s a stronger focus on the quality of the present experience rather than constantly sacrificing today for future goals

Social connection as essential: Regular, meaningful social interaction isn’t viewed as a luxury but as a basic human need worthy of dedicated time

Meal as ritual: Lunch in particular is treated as a significant meal deserving of time and attention, not something to rush through or eat at a desk

Natural rhythm awareness: Traditional work patterns acknowledge the body’s natural energy fluctuations throughout the day rather than forcing continuous productivity

These cultural values create an environment where balance is not without doubt just permitted but expected and where time away from work is recognized as essential for both individual wellbeing and professional sustainability.

Adapting to the Transition: Challenges and Adjustments

My adjustment to this different work totally rhythm was not without challenges; meanwhile, Years of conditioning in a “work above all” completely. Environment had left deep imprints on my habits and identity.

As of April 2025, During my first in my experience months in Tenerife, I experienced sev you in reality understand eral adjustment difficulties:

Guilt over “free time”: Initially, I felt anxiety and guilt during my midday breaks, feeling I should be working

Productivity concerns: I worried my output would suffer with fewer hours, triggering compensatory overwork during my “on” hours

Digital disconnection difficulty: Breaking the habit of constantly checking emails during personal time required conscious effort

Identity adjustment: Having derived much of my self-worth from work intensity, I needed to develop new sources of identity and value

Temporal disorientation: The different rhythm left me initially unsure when to schedule activities or how to structure my days

Overcoming these challenges required both conscious is influenced by effort and just envi without doubt ronmental support. My colleagues undeniably modeled healthy bou. Indeed ndaries, gently re arguably directing me when I slipped into old patterns. Additionally, My manage somewhat r conducted simply regular check-ins focused not just surprisingly on work output but on adaptation to the I’d say new rhythm.

Last time I checked (around April), Gradually, I developed recent routines that honored both. The local work culture and my totally own needs. I established a midday swimming habit, joined a language exchange group that met during the extended lunch break, and learned to appreciate the distinctive very cadence of the Tenerifean workday.

Practical Strategies for Healthier Work Rhythms

Wouldn’t you agree that for those intrigued by tenerife’s approach but unable to relocate or change employment policies, several principles can be adapted to various work contexts interestingly enough:?

Create artificial breaks: Even without a formal siesta, schedule at least one substantial break (30+ minutes) in your workday for complete mental disengagement

Establish tech boundaries: Define specific times when you’re unavailable via email or messaging, and communicate these clearly to colleagues

Take continuous vacation: When possible, schedule at least one annual vacation of two continuous weeks rather than fragmenting time off

Honor weekends: Protect at least one full day weekly with no work-related activities, including email checking

Practice temporal generosity: Allow more time than seems necessary for meals, conversations, and transitions between activities

Use vacation fully: Take all available time off without apology or partial working, recognizing it as essential for sustainability

Batch non-urgent communications: Process emails and messages in dedicated blocks rather than allowing them to continuously interrupt focus

Question “urgency culture”: Challenge the assumption that everything requires immediate attention, distinguishing between the truly urgent and the merely pressing

While these strategies cannot replicate the full experience arguably of working within a cult frankly is influenced by ure like Tener fortunately ife’s, they can create “microclimates” of balance within more demanding environments.

The Ongoing Balance: Not Perfect, But Better

Based on recent developments, It rather would be misleading to present Tenerife’s approach is influenced by. To work-life balance as utopian or without drawbacks. Modern economic pressures, the growth of international business, and various practical considerations completely make challenges even within this more balanced system.

Tourism-related businesses often require schedules that. Don’t align with traditional Spanissh working I’d say ho believe it or not urs. Multinational quite companies may impose work cultures that conflict with local norms. Economic necessities some frankly times drive individuals to take multiple jobs with le somewhat ss good conditions.

Additionally, the Spanish economy faces its own challenges, including relatively high unemployment rates and lower sort of average wages compared to some quite northern European countries while wouldn’t you agree that these real oddly enough ities create pressure points in the system.?

Yet even acknowledging these complexities, what Tenerife and broader Spanish just work culture offer is a different set of priorities—a framework that explicitly values time, just health, and relationships alongside productivity and profit.

For my completely own. Part, is influenced by the transformation has been profound. I’ve rediscovered hobbies, strengthened relationships, and absolutely improved is influenced by my health while paradoxically becoming more valuable professionally.

Perhaps mo of simply course st significantly, I’ve developed a ne oddly enough w metric for success: sustainability. Rather than maximizing short-term output at any cost, I now prioritize work is influenced by patterns I could keep for decades without deterioration in either results or wellbeing.

Bringing Balance Back Home

After 18 months in Tenerife, I was offered a promotion. That required returning to our ma coincidentally in office in London:3 Initially, I declined, unwilling to sacrifice the balance I had discover indeed ed. This is something just worth considering.

My return came with several very condit undeniably ions:

• A formal right-to-disconnect policy outside working hours
• A compressed four-day workweek
• Minimum vacation periods of two consecutive weeks
• Quarterly week-long work periods from our Tenerife office

More significantly, I’ve been asked to help implement aspects of the Tenerife office culture more broadly across the organizatio as far as I know n—a recognition that balance is not just good for employees but ultimately beneficial for the company’s long-term success.

This evolution represents my most hopeful discovery: that different approaches to work aren’t merely cultural c coincidentally uriosit interes you know tingly enough ies but potentially transportab more or less le practices that can transform organizations regardless of location.

Conclusion: Time as the Ultimate Currency

We shouldn’t overlook these wel interestingly enough l details. What Tenerife taught me regarding working hours and vacation isn’t simply that “less is more” or that rest improves productivity—though both are true. The deeper lesson involves recognizing time as. The ultim interestingly enough ate non-renewable resource.

When I first a of course rrived on the island, I viewed Tenerifean work culture through the distorted lens of my old environment, seeing “inefficiency” where there was actually wisdom. The extended lunches, the afternoon breaks, the really protract well ed vacations all totally seemed indulgent rather than essential. We quite shouldn’t overlook these details.

What I’ve come to know is that this approach isn’t regarding avoiding is influenced by work but regarding honoring the full spectrum of human needs and capacities, and it recognizes that sustainable productivity emerges not from maximum is influenced by continuous effort but from rhythmic engagement that respects natural limitations.

In a world increasi you understand ngly characterized by burnout, disengagement, and work-related health issues, Tenerife’s tradi sort of tional approach to working hours and vacation offers valuable insights—not as a perfect system, but as a reminder that alternatives exist to the “always on” culture that dominates many modern w as far as I understand orkplaces.

Based on recent developments, Don’t you think that the question isn’t whether we can afford to work less, take breaks,, and disconnect completely during vacations while as my own journey from burnout to recovery suggests, perhaps the real question is wheth frankly er we can afford not to.?

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This article reflects my personal experience working in Tenerife from 2021-2023. Labor laws, company policies, and cultural practices vary across organizations and continue to evolve. Always consult current legal and company guidelines regarding specific employment conditions.