Short answer. Only three kinds are allowed under Labor Code Article 113: an insurance premium you consented to, union dues that you or your union have authorized, and any deduction separately authorized by law or Department of Labor and Employment regulations. Every other deduction from your wages falls outside this article.
What the law says
No employer, in his own behalf or in behalf of any person, shall make any deduction from the wages of his employees, except:
Labor Code, Article 113 — Wage Deductions. Read the full provision →
What the law says
In cases where the worker is insured with his consent by the employer, and the deduction is to recompense the employer for the amount paid by him as premium on the insurance
Labor Code, Article 113 — Wage Deductions. Read the full provision →
What the law says
For union dues, in cases where the right of the worker or his union to check-off has been recognized by the employer or authorized in writing by the individual worker concerned
Labor Code, Article 113 — Wage Deductions. Read the full provision →
The rule starts from a flat prohibition
Article 113 opens with a blanket ban: no employer, in his own behalf or in behalf of any person, shall make any deduction from the wages of his employees, except for three named situations. That structure matters. The default is that your full wage is yours, and any deduction needs to fit inside one of the three doors the article opens, rather than the employer needing to find a reason it is barred. If a deduction does not fit one of the three, the starting prohibition still governs.
The first door: insurance you agreed to
The first exception applies where the worker is insured with his consent by the employer, and the deduction is to recompense the employer for the amount paid by him as premium on the insurance. Two things have to be true together: you consented to being insured, and the amount taken only recovers the premium the employer actually paid on your behalf. A deduction for insurance you never agreed to, or for more than the premium itself, does not fit this exception.
The second door: union dues you authorized
The second exception covers union dues, in cases where the right of the worker or his union to check-off has been recognized by the employer or authorized in writing by the individual worker concerned. So union dues can be deducted either where check-off has been recognized between the employer and the union, or where you personally authorized it in writing. Without one of those two, dues deductions fall outside this exception.
The third door: deductions the law itself authorizes
The final exception is for cases where the employer is authorized by law or by regulations issued by the Secretary of Labor and Employment. This is a residual category for deductions that some other law or DOLE regulation specifically permits, rather than something an employer can invoke on its own say-so. If a deduction on your payslip does not trace to your consent, your written authorization, or a specific legal or regulatory basis, ask your employer to point to which of these three it relies on.