Short answer. Yes, but only if the apprenticeship agreement itself stipulates the longer period. The Labor Code's normal six-month cap on probationary employment does not apply when your engagement is covered by an apprenticeship agreement that expressly sets out a longer duration — the exception exists specifically for that documented arrangement, not for probation generally.
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 →
The six-month cap has exactly one named exception
Article 281 sets a firm rule — probationary employment shall not exceed six months from the date you started working — and then carves out a single exception: unless it is covered by an apprenticeship agreement stipulating a longer period. That is the only basis in this article for extending probation past six months. An employer cannot simply announce a longer probation, or slip an extension into a memo; the extension has to trace back to an apprenticeship agreement that specifically states the longer duration.
What has to actually be true for the exception to apply
Two things need to line up: your engagement has to genuinely be an apprenticeship, not ordinary probationary employment relabeled, and the apprenticeship agreement itself has to stipulate the longer period in its own terms. If what you signed is called an apprenticeship agreement but the role and training do not actually function as an apprenticeship, or if the agreement is silent on the length of the period, the six-month default under this article is what should govern instead.
What the extension does and does not change
Even under a valid apprenticeship agreement with a longer stipulated period, the same article's other protections still apply: your services can be ended only for just cause or for failing to meet reasonable standards that were made known to you at the time you were engaged, and if you are allowed to keep working once the stipulated period passes, you become a regular employee at that point, the same way an ordinary probationary employee does at six months. A longer period changes the length of the clock, not the rules governing what happens when it runs out.
What to check in your own agreement
Read your apprenticeship agreement for the exact duration it states, and compare that against how long you have actually been kept on that status. If the document does not specify a period at all, or if what you are doing does not resemble the training arrangement an apprenticeship implies, you may still be entitled to the ordinary six-month limit. Keep a copy of the agreement, your start date, and any standards you were given at the outset, since those are what determine whether the longer period genuinely applies to you.