Short answer. Yes. Under the Labor Code, one year of service counts toward regular status whether that service was continuous or broken. If you were repeatedly rehired for the same activity across the year, the separate stretches are added together, and the employer's label of casual does not control the result.
What the law says
any employee who has rendered at least one year of service, whether such service is continuous or broken, shall be considered a regular employee with respect to the activity in which he is employed
Labor Code, Article 280 — Regular And Casual Employment. Read the full provision →
Why gaps in your service do not reset the clock
The one-year rule for casual employees is written so that gaps do not wipe out what you have already rendered. The law counts service whether such service is continuous or broken, which means an employer cannot defeat regularization simply by letting you go for a few weeks and calling you back under a fresh contract. What matters is the total service you actually rendered for that employer in the same line of work, not how many separate contracts or payroll entries it was split across. Repeated rehiring for the same task is, in practice, the clearest sign that the arrangement was never genuinely temporary.
Regular status attaches to the activity you were doing
The Labor Code makes you regular with respect to the activity in which he is employed, and says that employment shall continue while such activity exists. That wording matters in two directions. It protects you: once the year is complete, security of tenure covers that activity, and you can no longer be dropped at the end of an engagement simply because a contract lapsed. It also limits you: the status is tied to that particular activity, not to every job in the company. If the activity itself genuinely and permanently ceases, the protection does not create a right to a different position.
Two situations where the year-count does not apply
The one-year rule governs casual employment. It does not reach work that was validly fixed for a specific project or undertaking whose completion or termination was already determined when you were engaged, nor genuinely seasonal work engaged only for the duration of the season. Those categories are read strictly. A written agreement calling you a project or seasonal worker does not settle it, because the Labor Code applies the provisions of written agreement to the contrary notwithstanding. If you were doing work usually necessary or desirable in the employer's ordinary business, and the end date was never really fixed at the start, the casual route and its one-year count remain open.
What it means if the employer ignores this
If you have crossed the year and are dismissed anyway, you are being treated as a regular employee dismissed without the just or authorized cause and the notice-and-hearing process the law requires. That is the practical stake in the argument: a casual worker can be released when the engagement ends, while a regular worker cannot. Keep whatever records show the pattern - contracts, payslips, biometrics, schedules, chat instructions - because the total months rendered and the nature of the work are what a labor tribunal will look at. This is general legal information rather than advice on your own facts; if the dates are close, have the record reviewed before you act.