The negotiation of the new collective agreement for the hospitality industry in the province of Las Palmas is underway, with unions and employers' associations trying to agree on the conditions that will govern the sector in the coming years. One of the central elements of the debate is the organization of the working day, especially the use of split shifts, identified by workers' representatives as the main obstacle to work-life balance.
According to information collected by CCOO and other union sources, the difficulty in reconciling personal and work life is having direct effects on employment, with workers opting to leave the sector due to conditions they consider unsustainable.
Split shifts: the main point of friction
The main axis of the negotiation revolves around split shifts, a widely extended model in the hospitality industry of the province of Las Palmas. The unions propose limiting their use and opting for continuous shifts, especially in establishments with certain characteristics, considering that the current system hinders work-life balance.
From the union sphere, it is proposed that split shifts be restricted to specific situations, such as peaks in activity or high seasons. The objective is to reorganize the workday to make it more compatible with personal life, in a context where the lack of workers is linked, in part, to these working conditions.
On the employers' side, organizations such as ASOFUER participate in the negotiation, proposing measures aimed at improving productivity and working conditions. These include performance-related incentives, organizational improvements, and adjustments in working time management.
Companies insist on the need to find a balance between improving working conditions and the sector's viability, in a context where tourist activity maintains high demand in the Canary Islands.
Context of the agreement and prior agreements
The current negotiation of the hotel industry agreement in the province of Las Palmas takes place after an agreement reached in 2025 between employers and unions, which included salary increases of 5% and a bonus of 650 euros, in addition to the commitment to open a new negotiating cycle for the following years.
That agreement laid the groundwork for the current process, in which the focus is no longer solely on salaries, but on structural aspects such as work organization and job quality.
The debate about schedules is framed within a broader problem: the difficulties in filling jobs in the hospitality industry in the province of Las Palmas. Despite employment levels, working conditions —especially fragmented shifts— remain a determining factor.
The unions maintain that improving the organization of the workday is key to retaining workers, while employers defend adjustments that allow maintaining the sector's competitiveness.
In this context, the negotiation continues with differentiated positions, but with an underlying consensus: the result will be decisive for the future of employment in the province's hospitality industry.