Short answer. Yes. Article 281 of the Labor Code says an employee who is allowed to work after a probationary period shall be considered a regular employee. You do not need a new contract, a memo, or an announcement from HR — the status attaches by operation of law once the period lapses.
What the law says
Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period.
Labor Code, Article 281 — Probationary Employment. Read the full provision →
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 →
Six months is a ceiling, not a target
Probationary employment shall not exceed six (6) months from the date the employee started working, and that clock runs from the day you actually began, not from the date typed on the contract or the day your requirements were completed. Six months is the outer limit the law tolerates, not a period the employer is entitled to use in full. An employer who lets the sixth month pass and keeps you on the floor has, in the eyes of the law, made its choice. A contract stipulating a longer probation does not lengthen the limit — the statute overrides the clause.
Regularity happens by itself, without paperwork
The closing sentence of the article is the one that answers your question: An employee who is allowed to work after a probationary period shall be considered a regular employee. Nothing further is required. No regularisation memo, no new contract, no signing ceremony, no approval from head office. If HR simply forgets, you are regular anyway. The familiar line that regularisation is still being processed or awaiting evaluation does not suspend the rule, and neither does being asked to sign a fresh probationary contract after the period has already lapsed. Continued work past the period is itself the act that changes your status.
The limits, read honestly
Two qualifications belong in any fair answer. The article allows a longer period where the engagement is covered by an apprenticeship agreement stipulating a longer period — meaning a genuine, properly documented apprenticeship, not the word applied to ordinary work. Separately, a probationer may lawfully be dismissed before the period ends, either for a just cause or for failing to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement. Those standards must have been communicated at the beginning. Standards produced for the first time in the fifth month cannot be used to disqualify you.
What regular status actually gives you, and what to keep
Being regular does not make you impossible to dismiss. It means you can be dismissed only on a lawful ground, with written notice and a real chance to answer, and it ends the practice of quietly dropping people at month six. If your employer still treats you as probationary, or ends the engagement citing standards you never saw, keep everything that proves you carried on working: payslips, timekeeping or biometric records, duty schedules, emails and group-chat instructions dated after the sixth month. Those records, rather than the label on your contract, are what establish when the probation lapsed and what you were doing once it had.