Short answer. No. The Labor Code says no employer shall limit or otherwise interfere with the freedom of any employee to dispose of his wages, and it separately forbids forcing workers to buy from any store or to use any service — whether the employer's own or a supplier it has picked.
What the law says
He shall not in any manner force, compel, or oblige his employees to purchase merchandise, commodities or other property from any other person, or otherwise make use of any store or services of such employer or any other person.
Labor Code, Article 112 — Freedom To Spend Wages. Read the full provision →
Once wages are earned, they are yours to spend
The principle behind this article is simple: pay is not really pay if the employer still controls where it goes. That is why the prohibition is written twice over — first as a general ban on limiting or otherwise interfering with your freedom to dispose of your wages, and then as a specific ban on being obliged to buy goods or use services. The phrase in any manner is doing real work. It means the law is not looking only for an explicit order. An arrangement that leaves a worker with no practical alternative interferes just as effectively as a rule posted on the wall.
The forms this takes in practice
Few employers announce a compulsory store. What workers report instead is a canteen where meals are charged to payroll whether eaten or not; uniforms, shoes and tools that may only be bought from one nominated supplier at that supplier's price; a housing or transport service billed automatically; goods advanced on credit against the next payday so that little cash is ever handed over. Note that the article covers services and stores of any other person, not just the employer's own — so routing workers to a favoured concessionaire, a lending outfit or a relative's shop is within the prohibition. Pressure counts as well as rules: withheld overtime, poorer shifts or a marked attitude toward those who buy elsewhere is compulsion by another route.
What an employer may still do
None of this outlaws the company canteen, the cooperative store or a negotiated discount with a supplier. Employers may provide these and may sell to workers who genuinely want to buy — convenience offered is not compulsion applied. The line is choice: a real option to decline without cost or consequence, and a real option to buy the same thing elsewhere. Where goods are charged against wages even by agreement, that is also a deduction, and wage deductions have their own limits under the Labor Code, so an employer relying on a signed authorisation should not assume it settles the matter.
If this is happening to you
Collect the documents before raising it. Payslips showing goods or meals charged, the memo or group message announcing the requirement, the price list, receipts from the store, and the names of co-workers under the same arrangement all matter more than recollection. You may put a written query to management asking on what basis the purchases are required — a request that often produces the policy in writing. If it is not resolved internally, the matter may be brought to the Department of Labor and Employment, and amounts wrongly charged against your pay may be claimed as wages withheld. Money claims are subject to time limits, and no page can promise a particular outcome.