Short answer. Possibly, but not automatically. Shouting is only a valid ground if it amounts to serious misconduct under the Labor Code — grave, wilful, and connected to your work. A single heated exchange, provoked and out of character, is a poor fit for a ground the law reserves for serious wrongdoing.
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 →
The word doing the work is 'serious'
The ground is not misconduct; it is serious misconduct. Rudeness, a raised voice, or a lost temper are misconduct in the ordinary sense, but the article is describing a transgression grave enough to justify ending someone's livelihood. That is why the surrounding facts matter so much: what was said, whether it was in front of clients or staff, whether threats or physical aggression were involved, and whether the outburst was a one-off or the latest in a pattern already the subject of warnings.
Provocation and context are not excuses but they are relevant
An argument has two sides, and the circumstances that produced the shouting go directly to how grave the conduct was. Being goaded, being publicly humiliated first, or reacting to an instruction that was itself abusive does not make the outburst proper — but it bears on whether the conduct was the wilful, deliberate wrongdoing the article contemplates. Long unblemished service cuts the same way. None of this is a defence you can assert mechanically; it is the material that determines whether the misconduct clears the seriousness bar at all.
It must also be connected to your work
The article qualifies the ground with in connection with his work. A shouting match arising out of a work instruction, a performance review, or a dispute about duties plainly is. A private quarrel that happened to involve a colleague, off duty and unrelated to the job, is much harder for an employer to bring within this provision. Where the employer wants to characterise the outburst as an offence against the person of the employer, that is a different ground in the same article and carries its own, higher, proof requirements.
What to do now
If you have received a notice to explain, answer it in writing and answer it fully — set out what was said on both sides, what preceded it, and anything that puts the exchange in context. Do not skip the reply on the theory that the decision is already made; the written record is what a later reviewer reads. Keep copies of the notice, your reply, any prior warnings, and the names of anyone who witnessed the exchange, and get advice before the hearing rather than after the dismissal.