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Workday Workday-Pro-Benefits Exam Syllabus Topics:

Section	Weight	Objectives
Processing Benefits Events	34%	- Locate and manage benefits 1. Manage life events (initiated by employee, partner, or system) 2. Process HR transactions triggering benefit events (hire, job change) - Create eligibility rules and event types 1. Apply business logic for eligibility (status, tenure, salary) 2. Support passive events and enforce plan restrictions - Summarize coordination of events functionality 1. Handle mid-year changes and qualifying life events 2. Configure open enrollment events and windows 3. Manage multiple overlapping benefit events
Foundational Components & Benefit Plans	33%	- Configure benefit foundational components 1. Set up coverage types 2. Create provider-specific electronic signatures 3. Configure healthcare classifications 4. Maintain related person relationships and mapping 5. Establish benefit providers - Manage benefit plans and rates 1. Configure cost calculations and rates 2. Manage plan activation, discontinuation, and offering changes 3. Define benefit groups, plans, and plan year definitions - Describe Workday Benefits business processes 1. Determine appropriate business processes for scenarios 2. Understand differences between benefits business processes
Benefits Administration and Maintenance		- Manage ongoing benefits operations 1. Annual plan refreshes and maintenance 2. Handle plan changes, cost updates, and rate adjustments 3. Track coverage effective dates and retroactive changes - Reporting and Analytics 1. Perform cost analysis and interpret enrollment trends 2. Generate enrollment and participation reports

Section

Weight

Objectives

Processing Benefits Events

34%

- Locate and manage benefits

1. Manage life events (initiated by employee, partner, or system)
2. Process HR transactions triggering benefit events (hire, job change)

- Create eligibility rules and event types

1. Apply business logic for eligibility (status, tenure, salary)
2. Support passive events and enforce plan restrictions

- Summarize coordination of events functionality

1. Handle mid-year changes and qualifying life events
2. Configure open enrollment events and windows
3. Manage multiple overlapping benefit events

Foundational Components & Benefit Plans

33%

- Configure benefit foundational components

1. Set up coverage types
2. Create provider-specific electronic signatures
3. Configure healthcare classifications
4. Maintain related person relationships and mapping
5. Establish benefit providers

- Manage benefit plans and rates

1. Configure cost calculations and rates
2. Manage plan activation, discontinuation, and offering changes
3. Define benefit groups, plans, and plan year definitions

- Describe Workday Benefits business processes

1. Determine appropriate business processes for scenarios
2. Understand differences between benefits business processes

Benefits Administration and Maintenance

- Manage ongoing benefits operations

1. Annual plan refreshes and maintenance
2. Handle plan changes, cost updates, and rate adjustments
3. Track coverage effective dates and retroactive changes

- Reporting and Analytics

1. Perform cost analysis and interpret enrollment trends
2. Generate enrollment and participation reports

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Workday Pro Certification exam Sample Questions (Q48-Q53):

NEW QUESTION # 48
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. Work with the retirement plan provider to send contribution matches via integration.
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. Once the plan is configured, work with your payroll team to configure a dollar-for-dollar match.
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 # 49
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 administrator needs to re-close and re-finalize open enrollment for the integration to send the updated coverage to the benefit providers.
B. The benefit partner needs to re-close and re-finalize open enrollment for the integration to send the updated coverage to the benefit providers.
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 rescind the employee's open enrollment event and trigger a new Open Enrollment event for the employee to complete.

Answer: A

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 # 50
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. The Open Enrollment event will reprocess once the new hire completes their elections.
C. You marked the event as Reinstatement Event.
D. You marked the event as Worker Selectable.

Answer: B

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 # 51
All full-time employees are in one benefit group. Employees need more than twenty years of service to enroll in a medical benefit plan available in this benefit group. How will you accomplish this without creating a new benefit group?

A. Create a Benefit Plan Eligibility Rule with the condition years of service greater than 20 years. Assign the medical plan to the full time employee benefit group and enter the new eligibility rule in the Worker Plan Eligibility field on the plan.
B. Launch a separate open enrollment for this one plan and notify the employees within the benefit group that they should only participate in this second open enrollment if they have more than 20 years of service.
C. Select Requires Provider ID in the benefit plan and give the appropriate ID only to the employees with more than 20 years of service so they can enter it during benefit enrollment.
D. Create a To-Do step on the business process to inform employees with more than 20 years of service to contact the benefits team to enroll in the plan.

Answer: A

Explanation:
The correct answer is A because Workday allows administrators to keep a broad worker population in a single benefit group while restricting access to a specific plan through a Benefit Plan Eligibility Rule . In this case, all full-time employees belong to one benefit group, but only those with more than twenty years of service should be allowed to enroll in the medical plan. The correct design is to assign the plan to the existing benefit group and then attach a worker-based eligibility rule on the plan itself using the Worker Plan Eligibility field.
This approach avoids unnecessary creation of another benefit group and keeps the overall benefits structure simpler and easier to maintain. Option B is incorrect because manual communication and intervention are not proper configuration controls for eligibility. Option C is also incorrect because Provider ID is not intended to manage service-based plan eligibility. Option D is not appropriate because launching a separate enrollment just for one eligibility condition creates administrative complexity and does not solve the configuration requirement cleanly. Plan-level eligibility rules are the standard Workday method for handling this scenario.

NEW QUESTION # 52
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 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: 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 # 53
......

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