No.
Where, on the expiry of a fixed-term employment contract (CDD) the contractual employment relationship continues, the new contract may not provide for a probationary period.
The same applies if the new employment contract is concluded a fairly short time after the first one. The judge will decide case by case.
It is only if there has been an actual break-off of the contract, for example lasting several months/years, that the second employment contract may provide for a probationary period.
Also, in the case of a change of employer within the same group of companies (or economic and social entity), the new employment contract may not provide for a probationary period.