Yes, if twelve of those months are continuous qualifying employment with a qualifying entity and fall within the three years before the petition. Fourteen months of unbroken employment satisfies it, but the continuity has to be documented rather than assumed.
Twelve continuous months, proved day by day
Hypothetical example: a Hampton integrator's consultant started fourteen months ago and everyone treats the requirement as obviously met. Then the payroll file shows her first seven weeks were invoiced through a staffing agency before she was taken on directly. That period may not be qualifying employment with the petitioner, which would leave roughly twelve and a half months and a much tighter margin, and it must be addressed openly in the petition.
The same care applies to unpaid leave, a gap between contracts, or a transfer between two entities in the group. Pull the complete payroll history before drafting, identify every discontinuity, and either explain why it does not break the year or delay the filing until the position is comfortable. A marginal claim discovered by an officer is far worse than one disclosed.