Short answer. Yes, on that ground. Article 282 speaks of wilful disobedience of the lawful orders of the employer in connection with the employee's work. Wilful means deliberate, so an instruction you never received, never understood, or genuinely could not carry out does not satisfy this cause.
What the law says
Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work
Labor Code, Article 282 — Just Causes For Dismissal. Read the full provision →
Three conditions are packed into one clause
The wording rewards slow reading. The disobedience must be wilful; the order must be lawful; and it must be in connection with his work. All three have to hold. That gives you three separate places to test what happened rather than one. Employers tend to argue only the first — that you did not do as told — and treat the other two as given, when in practice the lawfulness of the order and its connection with your actual job are frequently where a dismissal on this ground comes apart.
What wilful rules out
Wilful describes a state of mind: you knew what was required and chose not to do it. So the ground is not met where the instruction never reached you, where it was ambiguous enough that you reasonably read it differently, where you tried and were unable, or where conflicting instructions came from two people with authority over you. Inability is not refusal. Nor is doing the task badly the same as refusing to do it — poor work is measured against a different cause in the same article, with its own and much stricter requirements.
Lawful, and connected to your work
An order to do something unlawful is not a lawful order, and declining it cannot be wilful disobedience under this cause. The connection requirement does related work: the instruction has to bear on the job you were engaged to do. Directions about your private life, or tasks wholly outside anything your role involves, sit awkwardly against the phrase in connection with his work. This is also why the reasonableness and clarity of the instruction matter — an order too vague to be followed is difficult to describe as one you deliberately disobeyed.
The record of the instruction is the whole case
Because everything turns on what you were told and when, gather the instruction itself: the memo, message, roster or email, with its date and its sender. Note whether the person giving it had authority over you, and whether anything you raised at the time about being unable to comply was put in writing. Keep your own written explanation and the notice you were served, which should state the cause relied on. A lawyer reading the instruction alongside your response can usually see quickly whether deliberateness is provable.