Short answer. The question no longer arises in that form. There is no ban on women working at night, so there is no list of exceptions to it. Republic Act No. 10151 (2011) repealed the prohibition and the exceptions together, and allows the employment of night workers.
What the law says
The prohibitions prescribed by the preceding Article shall not apply in any of the following cases
Labor Code, Article 131 — Exceptions To Nightwork Ban. Read the full provision →
Why there is no longer a list to check
Article 131 of the Labor Code existed only to carve holes in a prohibition. It began The prohibitions prescribed by the preceding Article shall not apply in any of the following cases and went on to emergencies, urgent work on machinery, perishable goods, managerial or technical posts, health and welfare work, family-run undertakings and analogous cases allowed by regulation. Both that article and the ban it qualified were expressly repealed by Republic Act No. 10151 (2011), which allows the employment of night workers. An exception cannot outlive the rule it excepts. Searching for which category you fall into is looking for a door in a wall that has been taken down.
What the current law asks instead
Because night work is permitted, the legal question has changed from whether a woman may be made to work at night to what protections any night worker is owed. Republic Act No. 10151 addresses that second question, dealing with matters such as health assessment for people assigned to night work, alternatives where night work is not advisable, and the conditions a night operation must provide. The specifics live in that Act and the rules issued under it. Check them there. Do not read the old categories as though they still described your entitlements, because they described exemptions from a rule that no longer exists.
Where employers still get this wrong
Two mistakes are common. The first is refusing to hire or assign women to night operations at all, on the strength of a repealed article. The second is the mirror image: treating the repeal as though night work now came with no conditions attached. Neither is right. Night work is lawful, and it is regulated. The ordinary rules on hours of work, rest days, overtime and the night shift differential continue to apply, and the safeguards in the current Act apply on top of them. A schedule that is lawful in principle can still be unlawful in how it is paid or how long it runs.
If you are being pressed into night duty
Get the schedule and the policy in writing, keep payslips so night hours and premiums can be checked, and if there is a medical reason night work does not suit you, have it certified and raise it through the safeguards the current Act provides rather than by invoking the old prohibition. Where the objection is about safety getting home, transport or lighting, raise that squarely as a workplace safety issue. This page is general legal information about which law now governs night work, not advice on your own assignment, and no outcome can be promised.