Short answer. Yes. The old ban on nightwork by women no longer exists. Republic Act No. 10151 (2011) repealed it and allows the employment of night workers regardless of sex, replacing the prohibition with health and safety protections that apply to anyone working at night.
What the law says
No woman, regardless of age, shall be employed or permitted or suffered to work, with or without compensation
Labor Code, Article 130 — Nightwork Prohibition For Women. Read the full provision →
The prohibition was repealed
Article 130 of the Labor Code once opened with a flat ban: No woman, regardless of age, shall be employed or permitted or suffered to work, with or without compensation in an industrial undertaking between ten at night and six in the morning, with narrower hours for commercial work and a rest requirement for agricultural work. That article, and the article listing its exceptions, were expressly repealed by Republic Act No. 10151 (2011), which allows the employment of night workers. The text is kept on this site for reference only. It is not the law in force, and the prohibition it describes no longer applies to you.
What the current law does instead
Republic Act No. 10151 changed the approach rather than simply deleting a rule. Night work is permitted, and in exchange the law regulates the conditions under which it is done, for all night workers rather than for women alone. The Act covers matters such as health assessment for night workers, suitable alternatives where night work is not advisable, and the facilities and safeguards a night operation must have. The detail of those entitlements is in that Act and the rules issued under it, so check them there rather than assuming the old exceptions still describe your rights.
So what can a factory actually require of you?
Being scheduled at night is lawful in itself. That does not mean the schedule is beyond challenge. Night work is still work, so the ordinary rules on hours, rest days and premium pay apply, and a night shift attracts the differential the Code provides for work done in the night hours. Pregnancy and health are dealt with by the safeguards in the current Act rather than by an outright ban. If night work is genuinely unsuitable on medical grounds, that is raised under those provisions, with medical certification, and not by pointing to a repealed article.
If you are worried about the shift you have been given
Ask for the schedule and the shift policy in writing, and keep your payslips so the night differential and any overtime can be checked against the hours actually worked. If there is a medical reason night work does not suit you, get it documented and raise it early rather than after a refusal to report. Safety on the way home, lighting and transport arrangements are legitimate things to raise with an employer. This page gives general legal information rather than advice on your own contract, and no page can promise how a particular dispute will end.