Short answer. Article 281 of the Labor Code does not directly address a second probationary period. What it does say is that probation cannot exceed six months, and that an employee allowed to work after a probationary period becomes regular. If you already passed that point in this same position, the statute's own trigger for regular status already applied to you.
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 Article 281 actually fixes
Article 281 sets a ceiling, not a renewable window: 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. It also states the two ways probation can end short of that ceiling — termination for a just cause, or termination because the employee fails to qualify as a regular employee in accordance with reasonable standards made known by the employer at engagement. The article is silent on what happens if an employer wants to place the same worker on probation again for the same role.
The regularization trigger the article builds in
The article's last sentence matters most here: an employee who is allowed to work after a probationary period shall be considered a regular employee. This operates automatically — it is not something the employer grants or withholds by choice. If you completed six months (or less) in a position and continued working afterward, that continuation is itself what the statute treats as making you regular, without any separate act needed from either side.
Why this leaves the second-probation question unanswered by the text
Because Article 281 does not contain a rule about re-imposing probation on someone already covered by its regularization trigger, the honest answer is that the statute itself does not settle whether a second probationary period for the same position is permitted or barred. What it does establish is the mechanism by which regular status arises — continued work past the first probationary period. Whether that status, once triggered, can later be reopened by a fresh probationary period is a question the text of this article does not reach.
What to check in your own situation
The facts that matter most are whether you actually completed a probationary period in this exact position and were kept working afterward, and whether any gap, resignation, or new engagement intervened before the second probation was imposed. Keep your hire dates, any performance standards you were given at the start, and records of continuous work, since those are the details Article 281's own trigger for regular status depends on — and they are what any dispute over a second probation would need to be measured against.