Short answer. No. Article 112 of the Labor Code protects your freedom to spend your own wages as you choose, and specifically forbids an employer from forcing, compelling, or obliging you to buy merchandise or use a store or service belonging to the company or to anyone else.
What the law says
No employer shall limit or otherwise interfere with the freedom of any employee to dispose of his wages. 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 →
Your wages are yours to spend
Article 112 starts from a simple premise: once you have earned your wages, what you do with them is your decision, not your employer's. The provision states that no employer shall limit or otherwise interfere with the freedom of any employee to dispose of his wages. That freedom is the rule, and any company practice that narrows it needs its own separate legal basis — a company policy or memo does not override this protection on its own.
Company stores named directly
The article does not stop at the general principle. It goes on to say the employer 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. A company store, a designated supplier, or a required in-house service all fall within that wording — the law reaches both the employer's own store and any third party the employer tries to funnel employees toward.
Voluntary purchases are a different matter
What the provision targets is compulsion, not the existence of a company store as such. If a store is genuinely optional and you buy from it because it is convenient or the price is fair, that is your own choice and outside what Article 112 addresses. The problem arises when buying becomes a condition — tied, in practice or in writing, to keeping your job, getting your pay released in full, or avoiding some other penalty.
What to document if this is happening to you
If you are being pressured this way, keep a record of how the requirement was communicated — memos, group chat messages, payslip deductions, or anything showing purchases were tied to continued employment or full payment of wages. That record is what turns a vague complaint into a concrete one. Article 112 gives you the right; a documented pattern of forced purchases is what makes that right enforceable.