Short answer. No. Article 91 of the Labor Code obliges every employer to give each employee at least twenty-four consecutive hours of rest after every six consecutive normal work days. The employer sets the schedule, subject to any collective bargaining agreement, but must also respect an employee's religious grounds for a particular rest day.
What the law says
It shall be the duty of every employer, whether operating for profit or not, to provide each of his employees a rest period of not less than twenty-four (24) consecutive hours after every six (6) consecutive normal work days.
Labor Code, Article 91 — Right To Weekly Rest Day. Read the full provision →
The rest period is mandatory, not discretionary
Article 91 frames this as a duty, not an option: it shall be the duty of every employer, whether operating for profit or not, to provide each of his employees a rest period of not less than twenty-four (24) consecutive hours after every six (6) consecutive normal work days. The obligation applies regardless of whether the employer is a for-profit business, and it is measured in whole consecutive hours, not a shorter break spread across the week. Six straight normal work days is the outer limit before a rest period must follow.
The employer sets the schedule, within limits
Article 91 gives the employer control over when the rest day falls: the employer shall determine and schedule the weekly rest day of his employees subject to collective bargaining agreement and to such rules and regulations as the Secretary of Labor and Employment may provide. So your employer decides which day of the week counts as your rest day, and can change it as business needs require — but that scheduling power is itself bounded by any applicable collective bargaining agreement and by the regulations the Secretary of Labor issues, not left entirely to the employer's discretion.
The religious-grounds exception
The article carves out one specific limit on the employer's scheduling authority: the employer shall respect the preference of employees as to their weekly rest day when such preference is based on religious grounds. If your objection to a particular rest-day schedule stems from your religious observance, the article requires the employer to accommodate that preference specifically — this is treated differently from an ordinary scheduling request and is written into the article as a distinct obligation.
What a seven-day stretch without rest means under this article
A schedule that runs seven consecutive normal work days without the required twenty-four-hour break does not fit within what Article 91 permits, since the duty to provide that rest period after every six consecutive days is stated without exception for ordinary scheduling convenience. If you are being asked to work straight through without any rest day, the article's own terms are what your employer's schedule needs to be measured against, particularly the six-day limit before rest is due.