Short answer. Very likely yes. The Labor Code deems learners who were allowed or suffered to work during the first two months to be regular employees where the employer ends the training before the stipulated period through no fault of the learners. The two conditions are the work and the fault.
What the law says
All learners who have been allowed or suffered to work during the first two (2) months shall be deemed regular employees if training is terminated by the employer before the end of the stipulated period through no fault of the learners.
Labor Code, Article 75 — Learnership Agreement. Read the full provision →
The provision converts your status by operation of law
The sentence is unusually direct: learners allowed or suffered to work during the first two (2) months shall be deemed regular employees if training is terminated by the employer before the end of the stipulated period through no fault of the learners. Nobody has to agree to this and no document has to be signed for it to happen. Where the conditions are met the status changes by force of the statute, which is why an employer's insistence that you were only ever a trainee does not answer the point. What has to be established is the facts the sentence describes, not the label anyone used.
"Allowed or suffered to work" is a low threshold
The phrase is deliberately loose. It does not ask whether you were formally assigned, whether the work was skilled, or whether you were paid properly for it. Work that the employer knew about and did not stop is work suffered, so a learner who was quietly used to fill gaps on the line qualifies as readily as one on a documented rotation. Since a learnership may not exceed three months, two months is most of it — the provision is protecting people who have already given the employer nearly the whole training period.
Fault is the clause the employer will argue about
The protection applies where the termination was through no fault of the learners, so expect the reason for the cut-off to be contested. Programmes are commonly said to have ended because of business conditions, a lost client or a slow season — none of which is fault on your side, and all of which fall within the provision. If a fault is alleged against you instead, notice whether it was ever raised at the time. A performance failing discovered only after the training was stopped is a weak account of why it was stopped.
What settles it in practice
Assemble the dates first: when the learnership began, the period it was supposed to run, and the day you were told to stop. Then the work: schedules, chat groups, output records, anything showing what you actually did and that the company knew. Then the reason given at the time, in whatever form you have it. That last item is often a message rather than a letter, so preserve it before the account changes. With those three things a lawyer can tell you quickly whether this provision applies to you.