Short answer. No. Recruiting or placing workers in jobs harmful to public health or morality, or to the dignity of the Republic, is a prohibited practice. The bar is on the nature of the work itself, so a worker's consent and a signed contract do not make the placement lawful.
What the law says
To engage in the recruitment or placement of workers in jobs harmful to public health or morality or to the dignity of the Republic of the Philippines
Labor Code, Article 34 — Prohibited Recruitment Practices. Read the full provision →
A prohibition aimed at the work, not at the paperwork
Most of the prohibited practices concern how a recruiter behaves — what it charges, what it says, what it files. This one is different. It forbids the recruitment or placement of workers in jobs harmful to public health or morality or to the dignity of the Republic of the Philippines, which is a judgement about the job, not about the process. That is why no amount of disclosure cures it. An agency that explained the work fully, obtained written consent and processed every document correctly has still done the prohibited thing if the placement is of this character.
Consent does not convert it into a lawful placement
Workers who took such a job knowingly, often because the money was the only money available, sometimes assume they have forfeited any complaint. That is not how the clause reads. The prohibition binds the recruiter and does not turn on whether the worker agreed; there is no proviso for the willing applicant. Whatever else may follow from what you signed, agreeing to the deployment did not make the recruiter's act lawful, and it does not disqualify you from saying what happened.
Three different standards in one line
Public health, morality, and the dignity of the Republic are separate tests, and a placement need only offend one. The health limb is the most concrete — work whose conditions are injurious in themselves. The other two are broader and more evidently written for the deployment of Filipinos abroad, where the concern was work degrading to the person doing it and to the country they were sent from. Because the terms are general, the specific applications are worked out in the implementing rules and in decided cases rather than in the sentence itself.
If you are in one of these placements now
Your immediate safety is a separate question from the legal one, and it comes first. On the legal side, what helps later is a record made early: what the job was described as before you left, what it turned out to be, who arranged it, and what you were paid. Keep the contract you signed here, the messages that described the work, and any names and addresses. Take that record to a lawyer who handles overseas recruitment matters — do not wait until the deployment ends to start assembling it.