Short answer. Yes. The Labor Code is explicit: an employee who is allowed to work after a probationary period shall be considered a regular employee. Your employer does not need to say anything or issue any document for this to happen — simply letting you continue working past the end date does it.
What the law says
An employee who is allowed to work after a probationary period shall be considered a regular employee.
Labor Code, Article 281 — Probationary Employment. Read the full provision →
Silence works in your favor here
Article 281 does not require your employer to announce your regularization for it to take effect. The sentence is direct: an employee allowed to work after the probationary period is regularized by that fact alone. If your probation period had a defined end date and you kept reporting for work and being given assignments after it passed, the statute treats that continuation as the employer's own conduct converting your status — not something that needs a memo, a new contract, or an HR announcement to be real.
The six-month ceiling this builds on
This rule sits on top of the article's basic limit: probationary employment shall not exceed six months from the date you started working, unless an apprenticeship agreement stipulates a longer period. So the first question is when your six months actually ran out. If your employer kept you working beyond that point without terminating you for just cause or for failing to meet standards made known to you at the start, the six-month ceiling was already crossed, and continued work past it is what triggers automatic regular status.
What can still cut probation short, and what cannot
The same article allows termination during probation for just cause, or for failing to qualify as a regular employee under reasonable standards that were made known to you at the time you were engaged. What defeats regularization is a timely termination on one of those grounds — not a termination announced only after the probation period has already lapsed and you have kept working. An employer cannot reach back after the fact and treat you as still probationary once the period has run and work continued.
What to check and hold onto
Pin down two dates precisely: when you actually started working, and when six months from that date fell. Then check whether you were still working, receiving assignments, or being paid as usual after that date, and whether your employer ever gave you a standards-based or just-cause notice before that date passed. Keep your appointment letter, any performance evaluation, payslips spanning the cutoff, and messages about your continued work — that timeline is what would establish that Article 281's automatic regularization applies to you.