Short answer. Yes. Article 97 defines wage as remuneration, however designated, capable of being expressed in money, whether fixed or ascertained on a time, task, piece, or commission basis. Commission earned for work done is wage, and it carries the protections that attach to wages generally.
What the law says
"Wage" paid to any employee shall mean the remuneration or earnings, however designated, capable of being expressed in terms of money, whether fixed or ascertained on a time, task, piece, or commission basis, or other method of calculating the same
Labor Code, Article 97 — Definitions Of Wage Terms. Read the full provision →
“However designated” is deliberate
The definition refuses to let the name decide the question. Commission, incentive, bonus for hitting quota, service fee, allowance — if it is remuneration for work done, capable of being expressed in terms of money and payable under the contract of employment, it is wage. The article then lists commission expressly, alongside time, task and piece, so the method of computing pay does not change its character. An employer cannot move earnings outside the wage rules simply by calling them something else on the payslip.
Earned is the operative word
The definition covers remuneration payable for work done or to be done, or for services rendered or to be rendered. So the question in most commission disputes is not whether commissions are wages but whether this particular commission was earned — which usually depends on what the scheme said had to happen: the sale closed, the client paid, the goods delivered. Read the plan document closely, because that is where the condition sits, and where employers most often argue the entitlement never arose.
A discretionary bonus is a different animal
Not every payment attached to performance is wage. A genuinely discretionary bonus — one the employer decides on after the fact, with no formula and no promise — is not remuneration you have earned by doing the work. A commission calculated by a stated rule on a stated event is. Where a scheme is written in fixed percentages and targets, describing it as discretionary in a policy document does not easily convert it, and the way it has actually been paid over time tends to be more telling than the label.
Assemble the numbers
Keep the commission plan or scheme in force for each period, your sales or production records, the computations you were given, and the payslips showing what was paid. Where commissions were withheld after you resigned or were dismissed, note the date each one became due under the scheme, because that is usually the point in dispute. A claim built from the scheme's own arithmetic is far stronger than one resting on what a manager said the figure would be.