Short answer. Probably not. Article 82 defines field personnel as employees who regularly perform their duties away from the employer's principal place of business or branch office and whose actual hours of work in the field cannot be determined with reasonable certainty. Daily reporting tends to defeat both halves of that.
What the law says
"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
The definition joins its elements with and. The employee must regularly work away from the principal place of business or a branch office, and the hours actually worked in the field must be incapable of being determined with reasonable certainty. Failing either one takes you out of the category. This is the part employers most often get wrong: working outside the office is not by itself enough, because plenty of outside work is closely tracked, and once the hours can be known the reason for the exemption disappears.
Why reporting daily matters so much
The second condition is really about supervision. If you begin and end each day at the office, sign in and out, file a daily itinerary or route sheet, and account for your calls, then your hours are being determined — the employer is doing it already. An exemption premised on the impossibility of measuring your time cannot survive the fact that your time is measured. The same reasoning applies where movement is tracked electronically or where reports are timestamped as they are submitted.
The label is not the test
Nothing in the article makes the employer's designation decisive. It defines the category by conduct — where the duties are regularly performed, and whether the hours can be ascertained — so a contract clause, a job title or an entry on the payroll saying "field" does not settle it. The question is answered by how the work is actually organised. That cuts both ways: an employee genuinely working unsupervised in the field is within the exemption even if nobody ever used the phrase.
Gather the records that show your hours
The strongest evidence here is usually the employer's own. Logbooks and biometric records, dispatch or itinerary sheets, timestamped reports, delivery confirmations, messages requiring you to be somewhere at a set time, and the daily reports you were required to submit all show that the hours were knowable. Keep your own copies while you still have access to them. Note also where each day started and ended, since the first condition turns on that as much as the second.