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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:	55
Exam Duration:	120 minutes
Certificate Validity Period:	2 years
Passing Score:	80%
Exam Price:	USD 150
Available Languages:	English
Related Certifications:	Workday Certified Professional - HCM Workday Pro Certifications
Exam Format:	Drag-and-drop, Scenario-based, Multiple-choice
Recommended Training:	Workday Pro Benefits Training Course
Exam Registration:	Workday Certification Portal
Sample Questions:	Workday Workday-Pro-Benefits Sample Questions
Exam Way:	Online proctored exam
Pre Condition:	Recommended: Hands-on experience with Workday HCM and Benefits configuration; no mandatory prerequisite exams
Official Syllabus URL:	https://www.workday.com/en-us/services/certifications.html

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Authentic Workday Workday-Pro-Benefits Exam Questions by Experts

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Workday Workday-Pro-Benefits Exam Syllabus Topics:

Topic	Details
Topic 1	Payroll & HCM Integration: Covers how benefits connect with payroll and HCM systems for automatic deductions and real-time updates.
Topic 2	Benefits Setup and Administration: Covers end-to-end configuration of benefit plans, eligibility rules, life events, open enrollment, payroll linking, and exception handling.
Topic 3	Compliance and Audit: Covers ensuring benefits configurations meet legal and company policy requirements, including audit trail management.
Topic 4	Reporting and Analytics: Covers generating standard and custom reports to track enrollment trends, plan usage, and benefits data insights.
Topic 5	Real Time Practice: Covers hands-on configuration of benefit plans, enrollment simulations, and use of Workday's tenant and enrollment dashboards.

Workday Pro Certification exam Sample Questions (Q42-Q47):

NEW QUESTION # 42
Your company hires a new employee after the initiation of open enrollment (OE). All other employees in the same benefit group have received OE, but the new hire has not. Why is the new employee missing the OE task in their inbox when they log in?

A. You marked the event as No Changes Allowed.
B. You marked the event as Reinstatement Event.
C. The Open Enrollment event will reprocess once the new hire completes their elections.
D. You marked the event as Worker Selectable.

Answer: C

Explanation:
The correct answer is C because when a new employee is hired after Open Enrollment has already been initiated, Workday typically prioritizes the employee's new hire benefits event first. The system does this to ensure the worker completes their initial eligibility-based elections before any broader enrollment event is coordinated for them. Once the new hire event is completed, Workday can then reprocess the Open Enrollment event so the employee is brought into the same enrollment cycle as others in the benefit group, if applicable.
This behavior is part of Workday's event coordination logic, which prevents overlapping benefits tasks from creating conflicting elections or duplicate enrollment opportunities. Option A is incorrect because marking an event as Worker Selectable affects self-service visibility, not whether a new hire initially receives an OE inbox task. Option B is unrelated because a Reinstatement Event applies to rehire scenarios, not newly hired workers entering an open enrollment cycle. Option D is also incorrect because No Changes Allowed would restrict election changes within an event, but it would not explain why the OE task is not initially present. The missing task is due to reprocessing after completion of the new hire event.

NEW QUESTION # 43
A new benefit plan will become eligible for enrollment for employees on July 1, in the middle of the current plan year. What steps do you take to ensure the plan is implemented and eligibility is controlled correctly?

A. Create the benefit plan as of July 1, but introduce the new plan during the next plan year.
B. Create a benefit plan year definition with the starting date of July 1, including the new benefit plan.
C. Future date the benefit plan as of July 1 and add it to the existing benefit plan year definition for employees to enroll.
D. Add the benefit plan to the existing plan year definition without setting any eligibility rules, as eligibility will automatically be controlled.

Answer: C

Explanation:
The correct answer is C because Workday allows benefit plans to be introduced mid-year by using effective dating on the plan and associating that plan with the existing benefit plan year definition . Since the plan must become available on July 1 within the current plan year , the correct approach is to configure the plan with a future effective date of July 1 and ensure it is included in the current plan year so eligible workers can enroll when the plan becomes active.
Option A is incorrect because delaying the plan until the next plan year does not meet the stated requirement for a mid-year rollout. Option B is also incorrect because creating a separate plan year beginning July 1 is not the standard solution when the organization is already operating within an existing plan year. Option D is incorrect because eligibility is not automatically controlled simply by adding the plan to a plan year; eligibility must still be governed through the appropriate benefit group and plan eligibility configuration.
Effective dating plus inclusion in the current plan year provides the correct structure for controlled mid-year implementation.

NEW QUESTION # 44
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 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.
B. 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.
C. 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.
D. 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.

Answer: B

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 # 45
You create a cross-plan dependency to require employees to enroll in Basic Life before they can enroll in Spouse Life. The cross-plan dependency does not have a benefit group in the Benefit Group field. What is the expected behavior?

A. You cannot save a cross-plan dependency without entering a benefit group. You will get an error.
B. The cross-plan dependency will apply to all benefit groups.
C. You can save a cross-plan dependency without entering a benefit group but it will not be valid. You will get an alert.
D. The cross-plan dependency will not apply to any benefit groups.

Answer: B

Explanation:
The correct answer is D because in Workday, when a configuration object such as a cross-plan dependency is created without a specific Benefit Group value, the setup is treated as broadly applicable rather than restricted to one population. In this case, leaving the Benefit Group field blank means the dependency is not limited to a single benefit group, so it is evaluated across all benefit groups where the referenced plans are available. As a result, employees must enroll in Basic Life before Spouse Life wherever that dependency is relevant.
Option A is incorrect because the system does allow the setup to be saved without populating the Benefit Group field. Option B is also incorrect because a blank group does not mean the dependency is ignored; it means it is not group-specific. Option C is not correct because this is not simply an invalid setup that generates an alert without effect. Workday commonly uses blank scoping fields to indicate global applicability. Therefore, omitting the Benefit Group causes the cross-plan dependency to apply to all benefit groups rather than none or only one.

NEW QUESTION # 46
Refer to the following scenario to answer the question below.
You need to configure an Open Enrollment event for your client, with these requirements:
All benefit coverages and deductions will start at the beginning of the new plan year.
Employees may select any benefit for which they are eligible.
If employees do not make changes during open enrollment, they should remain enrolled in the benefits they had prior to open enrollment.
If employees do not enroll in Health Savings Account and Flexible Spending Accounts, then those benefits should no longer be active for the employee.
On the Coverage Rules tab, what must you enter in the Defaulting Rules field to ensure employees making no changes to their medical or dental plans remain in the elections they had prior to open enrollment?

A. Default to Current Elections or Waive
B. Default to Waive
C. Default to Priority Coverage or Waive
D. Reinstate Previous Elections, Priority Coverage or Waive

Answer: A

Explanation:
The correct answer is B because medical and dental plans typically follow a passive enrollment approach during Open Enrollment, meaning employees who take no action should automatically retain their current elections. In Workday, this behavior is controlled through the Defaulting Rules on the Coverage Rules tab of the Enrollment Event Rule. Selecting Default to Current Elections or Waive ensures that if an employee does not actively make changes, the system carries forward their existing elections into the new plan year.
This aligns with the requirement that employees remain enrolled in their prior medical and dental coverage unless they explicitly choose otherwise. Option A is incorrect because Priority Coverage is used when selecting among multiple available options rather than maintaining existing elections. Option C is not appropriate because it introduces unnecessary complexity and is not the standard configuration for passive enrollment scenarios. Option D is incorrect because Default to Waive would terminate coverage for employees who do not take action, which contradicts the requirement. Therefore, using Default to Current Elections or Waive ensures consistent continuation of coverage for passive enrollment plans like medical and dental.

NEW QUESTION # 47
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