Short answer. Yes. Article 283 of the Labor Code states plainly that a fraction of at least six months is considered one whole year of service, so that partial year counts toward the total years used to compute your separation pay, whether the rate applicable to your case is one month's pay or half a month's pay per year.
What the law says
A fraction of at least six (6) months shall be considered one (1) whole year.
Labor Code, Article 283 — Closure And Personnel Reduction. Read the full provision →
The six-month rule, stated directly
Article 283 closes with a short but decisive sentence: a fraction of at least six (6) months shall be considered one (1) whole year. If your service with the company includes a partial year of six months or more, that stretch is not simply dropped from the computation or paid at some reduced fraction — it is treated, for purposes of this article, as if it were a complete additional year.
Which separation-pay rate this fraction feeds into
The article sets two different separation-pay rates depending on the reason for termination. Where the cause is the installation of labor-saving devices or redundancy, the worker is entitled to at least his one (1) month pay or to at least one (1) month pay for every year of service, whichever is higher. Where the cause is retrenchment to prevent losses or a closure or cessation of operations not due to serious business losses, the rate drops to one (1) month pay or at least one-half (1/2) month pay for every year of service, whichever is higher. Either way, the six-month rule feeds into the "per year of service" side of that comparison.
A fraction under six months does not round up
The article's wording is specific to at least six (6) months. Read the other way, a fraction shorter than six months is not swept into the count as an additional year under this provision. That distinction matters when your tenure ends partway through a year — five months and change is treated differently from six months and one day, even though both are "partial" years in ordinary speech.
Getting your own count right
Work out your own years and months of service from your actual hire date to your last day, rather than relying on a rounded figure from HR. Once you have that span, apply the six-month rule to the leftover fraction, then apply whichever of the two rates in Article 283 corresponds to the stated reason for your termination, taking the higher of the flat one-month floor and the per-year computation as the article requires.