Short answer. Yes, if the project employment was genuine. Article 280 excepts employment fixed for a specific project whose completion was determined at the time of engagement, so the engagement simply ends with the project. No just cause is needed, because nobody is being dismissed for anything.
What the law says
except where the employment has been fixed for a specific project or undertaking the completion or termination of which has been determined at the time of the engagement of the employee
Labor Code, Article 280 — Regular And Casual Employment. Read the full provision →
The engagement ends by its own terms
Article 280 carves out the case where the employment has been fixed for a specific project or undertaking the completion or termination of which has been determined at the time of the engagement of the employee. Where that describes your hiring, the end of the project is not a dismissal at all — it is the arrival of the end point both sides agreed to at the start. That is why no just cause is required and no charge is levelled against you. It also means the termination should carry no imputation of fault in any certificate or reference the employer issues.
The exception has to have been real from day one
The determining moment is the engagement, not the ending. The project has to have been specific, and its completion or termination fixed, when you were taken on. A contract that names no project, or that describes the work in the same general terms as the company's ordinary business, does not fit. Neither does an arrangement where the employer decided only afterwards that your stint would be treated as a project. The article binds the parties regardless of what a written agreement says to the contrary, so the heading on the contract does not decide the point.
When repeated projects raise a different question
The pattern to look at is what happened between projects. A worker rehired continuously, moved from site to site as each job finishes, doing throughout the same work the company exists to do, is in a different position from someone engaged for one build and paid off at the end of it. Where the successive contracts are really one continuous employment cut into pieces, the first paragraph of the article — regular employment for work usually necessary or desirable in the employer's business — is the one that applies, and the ending is a dismissal that needs a cause.
What to check before you accept it
Read every contract you signed and see whether each names a distinct project and an end point. Note the dates of each engagement and each gap, whether you were reassigned rather than released, and whether the project you were on has in fact been completed or is continuing under someone else. Ask for your final pay computation covering wages earned, pro-rated thirteenth month pay and any convertible leave, since those are due whether or not the ending was a dismissal.