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Workday Workday-Pro-Benefits Exam Syllabus Topics:

Topic	Details
Topic 1	Compliance and Audit: Covers ensuring benefits configurations meet legal and company policy requirements, including audit trail management.
Topic 2	Real Time Practice: Covers hands-on configuration of benefit plans, enrollment simulations, and use of Workday's tenant and enrollment dashboards.
Topic 3	Introduction: Covers foundational knowledge of Workday Benefits, including its architecture, navigation, and core concepts.
Topic 4	Payroll & HCM Integration: Covers how benefits connect with payroll and HCM systems for automatic deductions and real-time updates.
Topic 5	Reporting and Analytics: Covers generating standard and custom reports to track enrollment trends, plan usage, and benefits data insights.

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Workday Pro Certification exam Sample Questions (Q25-Q30):

NEW QUESTION # 25
The benefits administrator must ensure newly acquired employees are eligible for two benefit plans that the rest of the company is not eligible for. To present all employees with a unified open enrollment experience and consistent rate frequency on enrollment pages, how should the benefits administrator configure this?

A. Create two benefit groups, one for the acquired employees and one for the current employees. Link both benefit groups to all available benefit plans.
B. Create one benefit group and manually assign the two healthcare plans to eligible acquisition employees.
C. Create one benefit group for all employees. Create two benefit plans and assign both to the Benefit Group, but leave the Benefit Plan eligibility rule on the two benefit plans empty.
D. Create one benefit group for all employees. Create the two benefit plans and assign both to the Benefit Group. Create a Benefit Plan eligibility rule identifying the acquired employee population and link it to the two benefit plans they and only they are eligible for.

Answer: D

Explanation:
The correct answer is A because the requirement is to give all employees a unified open enrollment experience while restricting only two specific plans to the acquired population. In Workday, when the broader enrollment structure should remain the same for everyone, the preferred design is to keep workers in a single benefit group and use benefit plan eligibility rules to control access to individual plans. This preserves a consistent enrollment flow, rate frequency presentation, and general benefits framework while still limiting the two acquired-population plans to the correct employees.
Option B is incorrect because leaving the plan eligibility rule blank would make those plans available to everyone in the benefit group. Option C is not the best design because creating separate benefit groups introduces a broader split in the benefits framework, which can lead to a less unified enrollment experience and additional administrative complexity when only two plans need to differ. Option D is also incorrect because manual assignment is not the standard scalable configuration approach in Workday Benefits. Plan- level eligibility is the correct method when only selected plans must be restricted within a shared enrollment structure.

NEW QUESTION # 26
The Marriage event is missing when employees initiate a change benefit event in employee self-service. What would cause this?

A. On Maintain Enrollment Event Types, the Worker Selectable checkbox is not selected.
B. On Maintain Enrollment Event Types, the Employee Cannot Report After Days to Enroll checkbox is not selected.
C. On Maintain Enrollment Event Types, the Do Not Reprocess checkbox is not selected.
D. On Maintain Enrollment Event Types, the Route to Benefit Partner checkbox is not selected.

Answer: A

Explanation:
The correct answer is B because for an enrollment event type to appear to employees in self-service, the event must be configured as Worker Selectable . This setting controls whether employees can initiate that life event themselves from the Benefits and Pay Hub or other employee self-service entry points. If the Marriage event is not marked as worker selectable, it will not display as an available option when employees attempt to start a change benefits event.
Option A is incorrect because Route to Benefit Partner determines whether the event is routed for administrative review or handling, not whether the event appears to the employee as a selectable option.
Option C is also incorrect because the Employee Cannot Report After Days to Enroll setting governs submission timing after the event date, not visibility in self-service. Option D is unrelated because Do Not Reprocess controls event reprocessing behavior and does not determine whether employees can initiate the event. To make a marriage life event visible and available in employee self-service, the event type must have the Worker Selectable checkbox enabled.

NEW QUESTION # 27
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 # 28
A consultant is setting up a health care benefit plan that allows employees to enroll spouses and children during a qualifying event. The consultant needs to ensure that children who are ineligible due to age are not allowed to enroll. Where should the consultant configure the dependent eligibility rule?

A. In the Coverage Dependent Eligibility field of the healthcare plan
B. In the dependent eligibility field of the healthcare plan
C. In the Maintain Related Persons Relationship task under the child relationship
D. In the health care coverage targets, which includes the dependent type child

Answer: A

Explanation:
The correct answer is B because Workday controls whether dependents such as spouses and children can be enrolled in a health care plan through the Coverage Dependent Eligibility configuration on the plan. This is the field used to apply eligibility logic specifically to covered dependents. When a consultant needs to prevent children over a certain age from enrolling, the age-based rule should be attached at this plan-level dependent coverage eligibility point so the system evaluates the child's eligibility at the time of enrollment.
Option A is too general and does not identify the specific field used for dependent coverage evaluation in the health care plan setup. Option C is incorrect because the Maintain Related Persons Relationship task defines relationship types, such as child or spouse, but it does not enforce benefit plan age-based eligibility rules.
Option D is also incorrect because coverage targets determine cost-sharing or coverage structure, not whether a dependent satisfies enrollment eligibility conditions. To ensure only eligible children can be covered, the consultant must configure the rule in the Coverage Dependent Eligibility field of the health care plan.

NEW QUESTION # 29
You have a new gym membership benefit offering. You currently do not offer any gym benefits. Before you can configure the plan, what must you do?

A. Create a new related person relationship in the Maintain Related Person Relationships task.
B. Create a new rate to specify how much to charge the employee.
C. Create a new benefit group for gym-eligible workers.
D. Create a new coverage type in the Maintain Benefit Coverage Types task.

Answer: D

Explanation:
The correct answer is C because Workday Benefits configuration starts with the foundational components that define how a benefit offering is structured. When introducing a completely new type of benefit such as a gym membership, the system must first recognize the benefit category through an appropriate coverage type . The coverage type serves as a core setup element that supports plan creation and determines how the plan is classified within the benefits framework.
Option A is not correct because rates are generally configured after the underlying plan structure exists. Rates define pricing or cost-sharing, but they do not establish the foundational setup needed to create a new benefit offering. Option B is also incorrect because benefit groups are used to organize worker eligibility and enrollment populations, not to establish the base benefit component required for a new plan type. Option D applies to dependent or related-person scenarios, such as spouse or child coverage, which is not relevant for a gym membership benefit. In this case, defining the proper coverage type is the necessary first step before the plan itself can be configured.

NEW QUESTION # 30
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