Short answer. Only if you consented to the insurance. The Labor Code bans wage deductions as a rule and allows premium recovery only where the worker is insured with his consent. Without that consent, the deduction is unlawful even if the policy genuinely benefits you and the employer really paid the premium.
What the law says
In cases where the worker is insured with his consent by the employer, and the deduction is to recompense the employer for the amount paid by him as premium on the insurance
Labor Code, Article 113 — Wage Deductions. Read the full provision →
The rule is a prohibition first, with narrow exceptions
Read the provision in the right order. It begins by saying that no employer shall make any deduction from the wages of his employees, and only then lists what may be taken out. That structure matters: the employer does not need a reason to be barred from deducting, it needs a reason to be allowed. Three doorways exist — insurance premiums where the worker consented, union dues where check-off is recognised or authorised in writing, and deductions authorised by law or by regulations issued by the Secretary of Labor and Employment. Anything outside those doorways is not made lawful by convenience, by long practice in the company, or by the fact that the employer honestly believes the worker owes the money.
What counts as consent
The consent the law asks for is consent to being insured, not merely awareness that a deduction is happening. A worker who signed nothing, was told nothing at hiring, and only discovered the premium when a payslip shrank has not consented in any meaningful sense. Silence is thin evidence. The practical safeguard, for both sides, is a written authorisation identifying the policy, the insurer, the amount and the period covered — kept on file and given to the employee. If your employer cannot produce anything you signed, ask for it in writing and keep a copy of your request. Payslips showing the deduction and its label are worth keeping too, because they establish how much was taken and when.
If the deduction was not allowed
An unlawful deduction is treated as wages that were never paid, so the claim is essentially one for underpayment. You may raise it with your employer first — many deductions are administrative errors that reverse once questioned — and if that fails, through the Department of Labor and Employment or the National Labor Relations Commission, depending on the amount and whether you are still employed. Money claims do not stay open forever, so acting while the payslips are still available matters. Note also what this provision does not settle: it governs deductions from wages, not whether you owed the employer anything in the first place, and it does not authorise an employer to withhold an entire salary as leverage while a dispute is pending.