Short answer. No. The Labor Code allows a probationary employee's services to be terminated only for a just cause or for failing to qualify as a regular employee under reasonable standards made known at hiring. Probationary status is not the same as being employable at will, and a termination needs one of these two grounds to fit the article.
What the law says
The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails 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.
Labor Code, Article 281 — Probationary Employment. Read the full provision →
The article names two grounds, and only two
Article 281 states that a probationary employee's services may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards. The word "or" separates two specific grounds. The article does not add a general, open-ended power to end probationary employment for no stated reason. Being on probation lowers the bar compared to a regular employee's security of tenure, but it does not remove the requirement that a ground exist.
Why "probationary" does not mean "at will"
It is a common misunderstanding that probationary status means an employer can end the arrangement for any reason or none. Article 281's text does not support that. It ties termination to a just cause on one hand, or to a failure to meet reasonable standards that were made known by the employer to the employee at the time of his engagement on the other. A termination that fits neither description does not have a basis in what this article authorizes.
What this means if you were given no reason
If your employer ended your probationary employment without pointing to a just cause or to standards you failed to meet — standards that were supposed to have been disclosed to you at hiring — that termination does not correspond to either ground Article 281 describes. The absence of any stated reason is itself relevant, since the article's framework assumes one of the two grounds is the basis for the decision, not silence.
What to hold on to
Keep whatever notice, memo, or message you were given about the termination, along with your employment contract and any document describing the standards you were meant to meet. Whether a termination genuinely falls within one of the two grounds Article 281 allows, or falls outside both, depends on those specifics rather than on the label "probationary" by itself. Note the exact date the termination took effect and how much of the probationary period had actually run, since that timeline is part of the record too.