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Workday Workday-Pro-Benefits Exam Overview:

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

Topic	Details
Topic 1	Introduction: Covers foundational knowledge of Workday Benefits, including its architecture, navigation, and core concepts.
Topic 2	Payroll & HCM Integration: Covers how benefits connect with payroll and HCM systems for automatic deductions and real-time updates.
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.

Workday Pro Certification exam Sample Questions (Q19-Q24):

NEW QUESTION # 19
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 health care coverage targets, which includes the dependent type child
B. In the Maintain Related Persons Relationship task under the child relationship
C. In the Coverage Dependent Eligibility field of the healthcare plan
D. In the dependent eligibility field of the healthcare plan

Answer: C

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 # 20
A consultant is working with a client to set up maximum coverage limits between two insurance plans. The client wants the Spousal Life coverage to be no more than 50% of the employee's Voluntary Supplemental Life coverage. How will the consultant implement this?

A. Create a cross plan insurance percentage maximum to limit Spousal Life coverage to 50% of Voluntary Supplemental Life.
B. Add a validation to the change benefits business process to limit Spousal Life coverage to 50% of Voluntary Supplemental Life.
C. Add an eligibility rule to the Spousal Life plan to limit coverage to 50% of the employee's Voluntary Supplemental Life coverage.
D. Create a cross plan enrollment prerequisite to ensure the employee selects the same coverage target for both insurance plans.

Answer: A

Explanation:
The correct answer is D because Workday provides cross plan insurance rules specifically to control relationships between elections across multiple insurance plans. When one plan's maximum coverage must be calculated as a percentage of another plan's election, the correct configuration is a cross plan insurance percentage maximum . In this case, the Spousal Life plan must be capped at 50% of the employee's Voluntary Supplemental Life election, so the system needs a rule that compares the two plans and enforces that percentage-based limit during enrollment.
Option A is incorrect because an eligibility rule determines whether a worker can enroll in a plan, not how one insurance election is mathematically limited by another. Option B is also incorrect because business process validations are not the standard configuration method for enforcing insurance coverage relationships during benefit elections. Option C does not solve the requirement either, since a prerequisite can require another election but does not impose a percentage-based maximum. To enforce dependent insurance coverage limits tied to an employee's elected amount, Workday uses a cross plan insurance percentage maximum, making D the correct configuration choice.

NEW QUESTION # 21
How do you update the HSA contribution limits to take effect in the upcoming open enrollment?

A. Workday automatically updates the benefit plan HSA limits.
B. HSA contribution limits are only configured in Workday Payroll. They are not configured on the HSA Benefit Plan.
C. When open enrollment is initiated, a prompt will require an update to the HSA limits.
D. Edit the HSA plan using an effective date that is the first day of the new plan year and update the new contribution limits.

Answer: D

Explanation:
The correct answer is B because Workday uses effective dating to manage changes to benefit plans over time, including contribution limits for plans such as Health Savings Accounts (HSAs). To ensure that new contribution limits apply for the upcoming open enrollment period, administrators must update the HSA plan with an effective date aligned to the start of the new benefit plan year. This allows the system to maintain historical accuracy while applying updated limits prospectively for future enrollments.
By entering the new limits with the correct future effective date, Workday ensures that employees enrolling during open enrollment will see and be governed by the updated contribution thresholds. Option A is incorrect because HSA contribution limits are configured within the benefit plan, not solely in payroll. Option C is incorrect because Workday does not prompt administrators automatically to update limits during enrollment events. Option D is also incorrect because Workday does not automatically adjust HSA limits; administrators must manually update them to reflect regulatory changes. Proper use of effective dating ensures accurate and compliant benefit plan configuration across plan years.

NEW QUESTION # 22
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 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.
C. 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.
D. 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.

Answer: B

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 # 23
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 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.
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 needs to start the appropriate benefit event in Workday, add the new child dependent to their medical plan, and then submit the benefit event.

Answer: D

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 # 24
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