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Workday Workday-Pro-Benefits Exam Syllabus Topics:

Section	Weight	Objectives
Reporting and Analytics	15%	- Standard benefits reports - Custom report creation - Enrollment analysis and audit reporting
Benefits Setup and Administration	30%	- Eligibility rules, enrollment rules and benefit groups - Benefit plans, plan types and coverage configuration - Open enrollment setup and management - Life events configuration and processing - Cost sharing, rate tables and payroll integration
Introduction to Workday Benefits	15%	- Navigation and functional overview - Workday Benefits architecture and core concepts
Practical Application and Configuration	10%	- System configuration exercises - Enrollment simulation and troubleshooting
Compliance and Audit	10%	- Regulatory compliance requirements - Audit trails and documentation
Integration with HCM and Payroll	20%	- Data flow between Benefits, HCM and Payroll - Automatic deductions and updates - Carrier files and external interfaces

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Workday Pro Certification exam Sample Questions (Q18-Q23):

NEW QUESTION # 18
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 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.
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 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.

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 # 19
Your employer matches dollar-for-dollar 401(k) retirement savings contributions until employees contribute
5% of their salary. How do you configure an employer match in Workday?

A. Once the plan is configured, work with your payroll team to configure a dollar-for-dollar match.
B. Create a separate 401(k) match plan and configure a cross plan dependency rule to ensure the election of the 401(k) match plan.
C. Work with the retirement plan provider to send contribution matches via integration.
D. Input 5% on the Employer Contributions section on the benefit plan setup.

Answer: B

Explanation:
The correct answer is D because in Workday, employer match contributions for retirement plans are typically configured using a separate match plan rather than being embedded directly within the employee contribution plan. This design allows for greater flexibility and control over eligibility, contribution rules, and plan dependencies. By creating a distinct 401(k) match plan, administrators can define specific employer contribution logic, such as dollar-for-dollar matching up to a defined percentage, and then link it to the primary 401(k) savings plan.
A cross plan dependency rule ensures that when an employee elects the base 401(k) plan, the corresponding employer match plan is also triggered or made available. This approach supports accurate enrollment behavior and maintains clear separation between employee and employer contributions for reporting and processing purposes. Option A and B incorrectly shift responsibility outside Workday configuration, while Option C oversimplifies the setup and does not reflect how employer matching logic is structured within the system.
Therefore, using a separate match plan with dependency rules is the correct and standard approach.

NEW QUESTION # 20
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 Do Not Reprocess checkbox is not selected.
C. On Maintain Enrollment Event Types, the Route to Benefit Partner checkbox is not selected.
D. On Maintain Enrollment Event Types, the Employee Cannot Report After Days to Enroll 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 # 21
A company is introducing a new gym membership benefit. Employees can enroll in at any time during the year. The only plan that should be available is the gym membership, and coverage and deductions should start first of the following month. What should the benefit administrator do to the enrollment event rule?

A. Add the new gym membership event type to the Start/Waive tab of the Enrollment Event Rule with coverage and deductions start dates as Event Date.
B. Add the new gym membership coverage type to the Start/Waive tab under other event types with coverage and deductions starting as of the event date.
C. Add the new gym membership event type to the Loss of Coverage tab of the Enrollment event rule with coverage and deduction end dates as of the end of the month.
D. Add the new gym membership event type to the Start/Waive tab of the Enrollment event rule with coverage and deduction start dates as of the first of the following month.

Answer: D

Explanation:
The correct answer is A because this scenario describes a benefit that employees may elect during the year as a new enrollment opportunity, which means the event belongs on the Start/Waive tab of the Enrollment Event Rule . The requirement also states that only the gym membership plan should be available and that both coverage and payroll deductions should begin on the first of the following month . The Start/Waive configuration is where Workday controls which coverage type is opened for election and how coverage and deduction effective dates are calculated for that event.
Option B is incorrect because the Loss of Coverage tab is used when coverage is ending, not when a worker is newly electing a plan. Option C is also incorrect because it would start coverage and deductions on the event date , which does not meet the stated timing requirement. Option D is incorrect because enrollment event rules are driven by event types , not by adding a coverage type in place of the event itself. Therefore, the administrator should add the gym membership event type to Start/Waive and configure the start logic for the first of the following month.

NEW QUESTION # 22
A company wants to reinstate benefits for employees rehired within six months of their termination date. How will you configure this?

A. Create a new benefit plan and select Reinstatement Event check, and enter a Reinstatement Period of six months. Enter the Rehire Employee Business Process and the reason for rehire in the Events and Reasons section.
B. Create a notification in the hire business process to alert the benefits administrator, who will manually reinstate the benefits for the rehire.
C. Create an enrollment event type and select Reinstatement Event, and enter a Reinstatement Period of six months. Enter the Hire Employee Business Process and the reason for rehire in the Events and Reasons section.
D. Mark the rehire benefit event type as a reinstatement event, and configure the rehire business process with a six month step delay.

Answer: C

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 # 23
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