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Workday Workday-Pro-Benefits Exam Overview:

Certification Vendor:	Workday
Exam Name:	Workday Pro Certification: Benefits
Exam Number:	Workday-Pro-Benefits
Real Exam Qty:	50
Exam Duration:	120 minutes
Exam Format:	Multiple Choice, Scenario-Based
Related Certifications:	Workday Pro
Certificate Validity Period:	N/A
Passing Score:	80%
Available Languages:	English
Exam Price:	N/A
Sample Questions:	Workday Workday-Pro-Benefits Sample Questions
Exam Way:	Online
Pre Condition:	Must be a Workday customer or partner; completion of 'HCM Core for Administrators' and 'Benefits for Administrators' courses is required/preparation.
Official Syllabus URL:	https://info.workday.com/rs/078-WHZ-188/images/Workday%20Pro%20Benefits%20Certification%20Exam%20Guide.pdf?version=0

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Workday Workday-Pro-Benefits Exam Syllabus Topics:

Topic	Details
Topic 1	Real Time Practice: Covers hands-on configuration of benefit plans, enrollment simulations, and use of Workday's tenant and enrollment dashboards.
Topic 2	Compliance and Audit: Covers ensuring benefits configurations meet legal and company policy requirements, including audit trail management.
Topic 3	Payroll & HCM Integration: Covers how benefits connect with payroll and HCM systems for automatic deductions and real-time updates.
Topic 4	Introduction: Covers foundational knowledge of Workday Benefits, including its architecture, navigation, and core concepts.
Topic 5	Benefits Setup and Administration: Covers end-to-end configuration of benefit plans, eligibility rules, life events, open enrollment, payroll linking, and exception handling.

Workday Pro Certification exam Sample Questions (Q50-Q55):

NEW QUESTION # 50
What situation would require your company to create a second benefit group?

A. Employees turning 50 years old at the end of the year become available for a pension catch-up plan.
B. The company is going through an acquisition whose employees have a different open enrollment period compared to the remaining workforce.
C. Employees in Hawaii are eligible for a new medical plan that employees in other locations are not eligible for.
D. Employees who are not eligible for benefits belong to a benefit group that employees who are eligible for benefits do not belong to.

Answer: B

Explanation:
The correct answer is D because a second benefit group is typically required when a distinct worker population must follow a different overall benefits structure or administration cycle. In an acquisition scenario, newly acquired employees may need separate eligibility handling, separate plan year alignment, and a different open enrollment schedule from the existing workforce. Since benefit groups are used to organize broad populations that share common benefit administration rules, creating a separate group is the appropriate way to manage that difference.
Option A is not the best answer because workers who are not benefits-eligible can generally be excluded through eligibility rules rather than requiring an entirely separate benefit group. Option B describes a plan- specific eligibility condition, which is normally handled through plan eligibility rules, not by creating a new benefit group. Option C may also be addressed through location-based eligibility at the plan level when only one specific medical plan differs. A second benefit group is most appropriate when the difference affects the broader benefits framework, such as enrollment timing, plan administration, or population-wide setup. That is why a separate open enrollment period for an acquired workforce justifies creating another benefit group.

NEW QUESTION # 51
What is true about Related Person Relationships in Workday?

A. Related Person Relationships can be restricted by benefit group.
B. Workday can track wellness for employees but not their dependents.
C. Related Person Relationships are Workday-delivered and cannot be changed.
D. You can leave the Restricted to Relationships field blank if you want to use a relationship type for dependents, beneficiaries and emergency contacts.

Answer: D

Explanation:
The correct answer is B because in Workday, Related Person Relationships are configurable and can be used across multiple contexts such as dependents, beneficiaries, and emergency contacts. The Restricted to Relationships field allows administrators to limit where a relationship type can be used. However, if this field is left blank , the relationship type becomes broadly available across all applicable areas, enabling it to be used flexibly for different purposes within the system.
Option A is incorrect because although Workday delivers some standard relationship types, they can be configured or extended as needed. Option C is incorrect because Workday does support tracking certain dependent-related data within benefits and eligibility contexts. Option D is also incorrect because Related Person Relationships are not restricted by benefit group; they are global configuration elements that apply across the tenant rather than being tied to specific benefit group eligibility structures. Therefore, leaving the restriction field blank allows maximum usability of a relationship type across different business processes.

NEW QUESTION # 52
What report shows events that the benefit partner or benefit administrator must submit?

A. Benefit Group Audit
B. Benefit Corrections in Progress Audit
C. Open Enrollment Status
D. Benefit Event Status

Answer: B

Explanation:
The correct answer is D because the Benefit Corrections in Progress Audit report is specifically designed to identify benefit events that require administrative action, including those that must be reviewed, corrected, or submitted by a benefits partner or administrator . This report highlights events that are not yet finalized and may require intervention, making it especially useful for tracking administrative workload and ensuring no pending corrections are overlooked.
Option A is incorrect because Open Enrollment Status focuses on mass enrollment events and their progress, not specifically on events requiring administrative submission. Option B is also incorrect because Benefit Group Audit is used to review eligibility and group assignment issues, not event submission tracking. Option C is partially related, as Benefit Event Status shows the status of events, but it does not specifically isolate events that require action from a benefits partner. The Benefit Corrections in Progress Audit report provides targeted visibility into events needing administrative completion, making it the correct choice.

NEW QUESTION # 53
An employee is enrolled in a medical plan at the Employee+Family target level. The family just welcomed a new baby and wants to add the child to their existing medical plan. What steps do they need to take?

A. The employee needs to start the appropriate benefit event in Workday, add the new child dependent to their medical plan, and then submit the benefit event.
B. The employee does not need to add their new child dependent to Workday. Since they already have Employee+Family coverage for their medical benefit, the insurance carrier automatically covers the child.
C. The employee needs to add the new child dependent using Workday self-service. Since they already have the Employee+Family target for their medical, they do not need to submit another event to add the new child dependent.
D. The employee needs to wait until the company's next open enrollment period, then add the new child dependent to their existing medical plan. Workday will automatically grant coverage for the new child dependent backdated to the child's date of birth.

Answer: A

Explanation:
The correct answer is A because in Workday, adding a newborn to benefits requires more than simply already being enrolled at the Employee+Family coverage target. Even when the employee's current election tier already allows family coverage, the new dependent must still be formally added through a qualifying life event , typically a birth event. The employee must initiate the appropriate benefits event, add the child as a dependent, review the existing medical plan election, and submit the event so the system can properly record the dependent, apply eligibility rules, and transmit the updated enrollment to downstream processes and carriers.
Option B is incorrect because carrier coverage does not update automatically unless the dependent is entered and the benefit event is completed in Workday. Option C is incorrect because a birth is a qualifying life event and should not wait until the next open enrollment period. Option D is also incorrect because adding the dependent record alone is not enough; the employee must also complete and submit the related benefits event so the child is attached to the medical election and coverage is processed correctly.

NEW QUESTION # 54
What is true about benefit events in Workday?

A. Events are configured using your company's requirements.
B. All events will automatically close after 30 days.
C. Events are Workday-delivered.
D. Events can be deleted when no longer needed.

Answer: A

Explanation:
The correct answer is D because benefit events in Workday are highly configurable and designed to align with an organization's specific business processes and policy requirements. Administrators define event types such as life events, open enrollment, or administrative events based on company needs, including eligibility rules, timing, coverage start and end logic, and routing behavior. This flexibility allows organizations to tailor benefit administration to their workforce and regulatory environment.
Option A is incorrect because while Workday provides a framework and some sample configurations, benefit events themselves are not strictly system-delivered and must be configured by the organization. Option B is also incorrect because benefit events typically cannot be freely deleted once in use; instead, they are inactivated to preserve historical data integrity. Option C is incorrect because event closure timing is configurable and depends on settings like Days to Enroll or administrative processes, not an automatic 30-day rule. Therefore, benefit events are best understood as configurable components built to meet company- specific requirements.

NEW QUESTION # 55
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