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Workday Workday-Pro-Benefits Exam Overview:

Certification Vendor:Workday
Exam Name:Workday Pro Certification - Benefits
Exam Number:Workday-Pro-Benefits
Exam Format:Multiple-choice, Drag-and-drop, Scenario-based
Passing Score:80%
Related Certifications:Workday Pro Certifications
Workday Certified Professional - HCM
Available Languages:English
Certificate Validity Period:2 years
Real Exam Qty:55
Exam Price:USD 150
Exam Duration:120 minutes
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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Workday Workday-Pro-Benefits Exam Syllabus Topics:

TopicDetails
Topic 1
  • Reporting and Analytics: Covers generating standard and custom reports to track enrollment trends, plan usage, and benefits data insights.
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
  • Benefits Setup and Administration: Covers end-to-end configuration of benefit plans, eligibility rules, life events, open enrollment, payroll linking, and exception handling.
Topic 5
  • Compliance and Audit: Covers ensuring benefits configurations meet legal and company policy requirements, including audit trail management.

Workday Pro Certification exam Sample Questions (Q12-Q17):

NEW QUESTION # 12
A company wants to reinstate benefits for employees rehired within six months of their termination date. How will you configure this?

Answer: B

Explanation:
The correct answer is C because reinstatement of benefits for rehired employees is configured through an Enrollment Event Type , not at the individual benefit plan level. Workday uses the enrollment event type to define whether a rehire should trigger reinstatement behavior, how long the reinstatement window remains valid, and which business processes and reasons should launch that event. By selecting Reinstatement Event and setting the Reinstatement Period to six months, the system can determine whether a rehired employee falls within the allowed timeframe to restore prior benefit elections.
Associating the event with the Hire Employee business process and the correct rehire reason ensures the event is triggered automatically when the rehire occurs. Option A is incorrect because reinstatement is not configured on a benefit plan itself. Option B is not appropriate because manual reinstatement introduces inconsistency and bypasses standard event automation. Option D is also incorrect because a step delay in the business process does not define reinstatement logic or prior-election restoration rules. The correct design is to configure a reinstatement-enabled enrollment event type tied to the rehire process.


NEW QUESTION # 13
What report will the benefit administrator use to close and finalize mass events?

Answer: C


NEW QUESTION # 14
The benefit partner is monitoring new hire benefit events that are in progress. What report provides this information?

Answer: D


NEW QUESTION # 15
A benefit administrator needs to roll out a new plan to replace an existing plan to employees who have been with the company for 12 months. Employees who reach their 12-month length of service should get this plan on their anniversary. What type of event should the benefit administrator use to roll out this plan to employees in the U.S. benefit group?

Answer: D

Explanation:
The correct answer is C because a Passive event in Workday is used when benefit changes must occur automatically without requiring employee action. In this scenario, the new plan is triggered when employees reach a 12-month service milestone , and the requirement is to automatically transition them to the new plan on their anniversary date. Passive events are designed for exactly this type of situation, where the system enforces enrollment changes based on predefined eligibility conditions or milestones.
Option A is incorrect because Open Enrollment applies to all eligible employees during a scheduled enrollment window and requires employee participation. Option B is incorrect because New Hire events only apply at the time of hire, not for service anniversaries. Option D is also incorrect because Worker Selectable events require the employee to actively make a choice, which contradicts the requirement for automatic enrollment. A Passive event ensures the system evaluates eligibility at the 12-month mark and applies the new plan without requiring any employee interaction, making it the correct configuration approach.


NEW QUESTION # 16
What scenario requires you to include a Health Care Classification in the plan setup?

Answer: D

Explanation:
The correct answer is C because a Health Care Classification is typically required in Workday when configuring U.S. medical plans . This classification supports plan identification and compliance-related processing within the United States benefits framework. It is used to distinguish the type of medical coverage being offered and helps align the plan with U.S.-specific benefits administration requirements, reporting needs, and downstream processing. Since U.S. medical plans are subject to particular health coverage categorizations, including this value during plan setup is an essential part of proper configuration.
Option B is not correct because Canadian medical plans do not use the same U.S.-specific health care classification requirement. Option A and Option D are also incorrect because Health Savings Accounts are different benefit types from medical plans. Although an HSA may be linked to a medical election in the U.S., the question asks specifically about including a Health Care Classification in the plan setup , which is associated with the medical plan configuration itself rather than the savings account plan. Therefore, the scenario that requires this setup element is a Medical plan for USA .


NEW QUESTION # 17
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