Short answer. No. Article 102 of the Labor Code says wages may not be paid by promissory notes, vouchers, coupons, tokens, tickets, chits, or any object other than legal tender, even if you agreed to it. Payment by check or money order is allowed only where it is customary or otherwise permitted by regulation or a collective bargaining agreement.
What the law says
No employer shall pay the wages of an employee by means of promissory notes, vouchers, coupons, tokens, tickets, chits, or any object other than legal tender, even when expressly requested by the employee.
Labor Code, Article 102 — Forms Of Payment. Read the full provision →
The list of banned substitutes is long, and deliberately so
Article 102 names several specific forms of payment it prohibits — promissory notes, vouchers, coupons, tokens, tickets, chits — before closing the list with a catch-all: any object other than legal tender. Vouchers are named explicitly, so paying wages that way falls squarely within what the article forbids. The breadth of the list, and the catch-all at the end, signal that the article is meant to close off substitutes generally, not just the specific items it happens to name.
Your own request does not change the outcome
The article anticipates and forecloses the obvious workaround: it applies even when expressly requested by the employee. An employer cannot point to your own agreement, or even your own suggestion, that vouchers would be fine as a basis for paying that way. This is a protection the law does not let an individual employee waive by consent, precisely because wage payment in legal tender is treated as a baseline the employment relationship cannot bargain around.
Checks and money orders are treated differently
The article does carve out a separate path for payment by check or money order, but only under specific conditions: where that manner of payment was already customary as of the Code's effectivity, where it is necessary because of special circumstances specified in regulations from the Secretary of Labor and Employment, or where it is stipulated in a collective bargaining agreement. Checks and money orders are not treated the same as vouchers — they sit in their own, narrower exception.
If you are actually being paid this way
If your employer is compensating you with vouchers, coupons, or similar instruments instead of legal tender, that is not something your own consent can validate under Article 102. Keep a record of how you have actually been paid — the vouchers or receipts themselves, and any dates — since that is the evidence you would need to raise the issue formally with your employer or with the appropriate labor authorities.