Short answer. Yes. While the employer generally determines and schedules employees' weekly rest day, the law specifically requires the employer to respect an employee's preference as to their weekly rest day whenever that preference is genuinely based on the employee's own religious grounds or beliefs.
What the law says
the employer shall respect the preference of employees as to their weekly rest day when such preference is based on religious grounds.
Labor Code, Article 91 — Right To Weekly Rest Day. Read the full provision →
The baseline: everyone gets a real rest day
Before getting to scheduling preferences, the article guarantees the rest period itself. It shall be the duty of every employer, whether operating for profit or not, to provide each of his employees a rest period of not less than twenty-four (24) consecutive hours after every six (6) consecutive normal work days. That twenty-four-hour floor applies regardless of what type of organization you work for, and it is the foundation the rest of the article builds on.
Scheduling is normally the employer's call
As a general matter, deciding which day of the week that rest period falls on is the employer's prerogative, not the employee's. The article says "the employer shall determine and schedule the weekly rest day of his employees," subject only to any applicable collective bargaining agreement and to rules the Secretary of Labor and Employment may issue. Outside of a religious-grounds request, an employee generally cannot demand a specific rest day simply out of personal preference.
Religious grounds are the one preference the employer must respect
The article carves out a specific, mandatory exception to the employer's scheduling authority: "the employer shall respect the preference of employees as to their weekly rest day when such preference is based on religious grounds." The word shall makes this an obligation, not a courtesy the employer can grant or withhold at will. If your requested rest day is genuinely rooted in your religious beliefs, the employer's general scheduling discretion gives way to that request.
When you can be required to work on it anyway
A rest day fixed on religious grounds is still a rest day, and Article 92 sets out the situations in which any rest day may be worked. An employer may require work in case of actual or impending emergencies caused by serious accident, fire, flood, typhoon, earthquake, epidemic or other disaster or calamity, to prevent loss of life and property or imminent danger to public safety; where urgent work must be done on machinery, equipment or installation to avoid serious loss; and in the event of abnormal pressure of work due to special circumstances, among the other cases the article lists. These are exceptional and situation-specific. Being called in under one of them is not the same as the employer re-scheduling your rest day away from the day your religion requires — the first is a response to a particular event, the second is the decision Article 91 takes out of the employer's hands.
What this means in practice
If you want your weekly rest day set on a particular day for religious reasons, this article gives you a real legal basis to ask for it, and puts the employer under a duty to accommodate that preference rather than simply assigning a day of the employer's own choosing. The article does not spell out a specific process for making that request, so raise it clearly and directly with your employer, and keep in mind the underlying twenty-four-hour rest guarantee remains yours regardless of which day it ultimately falls on.