Short answer. Not if you meet the legal definition of field personnel. Article 82 excludes field personnel from the Title covering overtime pay, defining them as non-agricultural employees who regularly work away from the employer's place of business and whose actual work hours cannot be determined with reasonable certainty.
What the law says
Coverage. The provisions of this Title shall apply to employees in all establishments and undertakings whether for profit or not, but not to government employees, managerial employees, field personnel, members of the family of the employer who are dependent on him for support, domestic helpers, persons in the personal service of another, and workers who are paid by results as determined by the Secretary of Labor in appropriate regulations. As used herein, "managerial employees" refer to those whose primary duty consists of the management of the establishment in which they are employed or of a department or subdivision thereof, and to other officers or members of the managerial staff. "Field personnel" shall refer to non-agricultural employees who regularly perform their duties away from the principal place of business or branch office of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty.
Labor Code, Article 82 — Who Is Covered. Read the full provision →
Two conditions, both required by the definition
Article 82 defines field personnel as non-agricultural employees who regularly perform their duties away from the principal place of business or branch office of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty. Both elements appear in the same sentence, which matters: working away from the office is not, by itself, enough under the article's own wording. The employer's inability to reasonably verify your actual hours is the second, separate condition the definition requires.
Why "cannot be determined with reasonable certainty" is the real test
A field sales employee who checks in and out through a tracked app, follows a fixed route with set call times, or otherwise leaves a record that lets the employer reconstruct actual hours worked does not obviously fit a definition built around hours that cannot be determined with reasonable certainty. The article's exclusion is aimed at work where supervision and hour-tracking are genuinely impractical, not simply at work performed physically outside an office.
What the exclusion means if you do fit the definition
Where the two conditions are met, Article 82 places you outside the Title that includes the overtime pay provisions, in the same way it excludes managerial employees, domestic helpers, and certain other categories. The exclusion is not a judgment about the value or difficulty of field sales work; it reflects that the overtime framework, which depends on measuring hours worked beyond eight in a day, does not fit neatly onto work where hours cannot be reliably tracked.
What the article leaves for you to establish
Article 82 does not provide a checklist for proving whether your actual hours can or cannot be determined with reasonable certainty; that is a factual question about how your specific job is structured and supervised. If your employer tracks your movements, requires reporting at fixed times, or otherwise can reconstruct your hours, that is relevant to whether the field personnel definition genuinely fits your situation, even though the article itself does not spell out the evidence needed to show it.