Short answer. Yes. The Labor Code provides that learners employed in piece or incentive-rate jobs during the training period shall be paid in full for the work done. Being a learner does not licence a reduced rate per piece, and the training period is expressly included.
What the law says
Learners employed in piece or incentive-rate jobs during the training period shall be paid in full for the work done.
Labor Code, Article 76 — Learners In Piecework. Read the full provision →
One sentence, and it admits of no discount
The whole provision is this: learners employed in piece or incentive-rate jobs during the training period shall be paid in full for the work done. Every limiting word a reader might hope for is missing. There is no allowance for a learner's slower pace, no reduced rate for the early weeks, and no exception for output the employer considers practice work. The phrase during the training period is there precisely to stop the obvious argument, which is that full payment begins only once training ends. It does not; it applies throughout.
How this sits beside the learner's wage floor
A learnership agreement must set wage rates beginning at not less than seventy-five per cent of the applicable minimum wage. That percentage is what makes people assume a learner earns three-quarters of everything. Article 76 says otherwise for piece and incentive work: what is measured there is output, and output produced is paid at the rate for the work, in full. The learner's discount, such as it is, attaches to the wage rate, not to the price of a completed piece.
The protection is against a familiar arrangement
Piece-rate work makes a trainee unusually easy to take advantage of, because slower work already means less money without anyone doing anything. Adding a training deduction on top means the employer receives finished, saleable output and pays under the rate for it. That is the arrangement the article forecloses. It is also why the provision speaks of work done rather than of hours: what is being protected is payment for the product, which the employer keeps whether or not the person who made it was still learning.
Keep your own count
Piece-rate disputes are won on tallies, and the employer's tally is normally the only one that exists. Keep a daily record of what you produced and what rate you were told applies, hold on to payslips or any computation you were given, and note any deduction described as a training or quality allowance. If your pay does not match your output at the stated rate, that difference is the claim, and it is far easier to prove from a contemporaneous count than from recollection months later.