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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	Payroll & HCM Integration: Covers how benefits connect with payroll and HCM systems for automatic deductions and real-time updates.
Topic 3	Reporting and Analytics: Covers generating standard and custom reports to track enrollment trends, plan usage, and benefits data insights.
Topic 4	Compliance and Audit: Covers ensuring benefits configurations meet legal and company policy requirements, including audit trail management.
Topic 5	Introduction: Covers foundational knowledge of Workday Benefits, including its architecture, navigation, and core concepts.

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Workday Pro Certification exam Sample Questions (Q16-Q21):

NEW QUESTION # 16
Refer to the following scenario to answer the question below.
You initiate open enrollment on November 1 with a Benefit Event Date of January 1. You close open enrollment on November 20. An employee has a baby on December 16 and submits their birth event in Workday on December 30. How do you ensure the baby receives coverage January 1?

A. The benefit partner needs to re-close and re-finalize open enrollment for the integration to send the updated coverage to the benefit providers.
B. The benefit administrator needs to rescind the employee's open enrollment event and trigger a new Open Enrollment event for the employee to complete.
C. The benefit partner needs to create a hybrid event for an open enrollment and a birth event for January 1.
D. The benefit administrator needs to re-close and re-finalize open enrollment for the integration to send the updated coverage to the benefit providers.

Answer: D

Explanation:
The correct answer is A because the employee's birth life event occurred after open enrollment had already been closed, but before the new plan year effective date of January 1 . In Workday, the birth event can update the employee's future-dated benefit elections so the child is added with coverage effective for the new plan year, but if open enrollment was already closed and finalized, the updated enrollment results must be re- closed and re-finalized so downstream integrations and provider files reflect the revised coverage.
This action is an administrative responsibility handled by the benefit administrator , not simply by the benefit partner. Option B is incorrect because the question asks about the step needed to ensure final integrated coverage handling, which is typically managed at the administrative mass-event level. Option C is unnecessary because rescinding and recreating open enrollment adds avoidable complexity and is not the standard approach. Option D is also incorrect because Workday does not require creation of a hybrid event in this scenario. Re-finalizing the open enrollment results ensures the newborn is included in the January 1 coverage transmission.

NEW QUESTION # 17
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 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.
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 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.
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: 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 # 18
What must you configure prior to creating an insurance plan?

A. Benefit provider, benefit plan year definition, and enrollment instructions.
B. Electronic signature, health care classification, and provider ID.
C. Levels of Change tabs within the Enrollment Event Rule.
D. Insurance coverage levels, insurance coverage, and insurance rate.

Answer: D

Explanation:
The correct answer is A because Workday insurance plan setup depends on several foundational insurance- specific components being in place before the plan itself can be configured. These prerequisites include insurance coverage levels , insurance coverage , and the applicable insurance rate . Together, these elements define how the plan will structure enrollment options, what level of protection or election is available, and how the associated cost is calculated. Without these core building blocks, the insurance plan cannot be created correctly because the plan requires a predefined coverage framework and rate structure.
Option B is incorrect because Enrollment Event Rule configuration is related to how and when workers can make benefit changes, not to the foundational setup required before creating the plan. Option C is not correct because those items are not the standard prerequisite configuration components for insurance plan creation.
Option D includes items that may be relevant later in overall benefits administration, but they are not the essential insurance setup components required prior to creating the plan itself. For insurance plan configuration in Workday, the primary prerequisite is the definition of coverage levels, coverage structure, and rates.

NEW QUESTION # 19
Refer to the following scenario to answer the question below.
You initiate open enrollment on November 1 with a Benefit Event Date of January 1. You close open enrollment on November 20. Open enrollment has already been launched and you chose the wrong benefit groups. What do you need to do?

A. Rescind open enrollment.
B. Correct open enrollment.
C. Use the Open Enrollment Status report to send email reminders to the incorrect benefit groups.
D. Cancel open enrollment and initiate open enrollment for the correct benefit groups.

Answer: A

Explanation:
The correct answer is A because once Open Enrollment has been launched with incorrect benefit groups , the proper corrective action in Workday is to rescind the open enrollment event . Rescinding reverses the event for affected employees and removes the enrollment tasks that were incorrectly generated. This allows the administrator to correct the configuration and relaunch the event with the appropriate benefit groups.
Option B is incorrect because Open Enrollment cannot simply be "corrected" after it has been launched; the population tied to the event is already established and must be reset. Option C is not relevant because sending reminders does not fix incorrect group assignment. Option D is also incorrect because canceling and re- initiating without rescinding would leave prior events and data inconsistencies in place.
Rescinding ensures a clean reset of the enrollment process, allowing administrators to properly configure and relaunch Open Enrollment for the correct population without conflicts or duplicate events.

NEW QUESTION # 20
A company wants to reinstate benefits for employees rehired within six months of their termination date. How will you configure this?

A. Mark the rehire benefit event type as a reinstatement event, and configure the rehire business process with a six month step delay.
B. 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.
C. 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.
D. Create a notification in the hire business process to alert the benefits administrator, who will manually reinstate the benefits for the rehire.

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 # 21
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