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Workday Workday-Pro-Benefits Exam Syllabus Topics:

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

Section

Weight

Objectives

Topic 1: Processing Benefits Events

34%

- 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

- Locate and manage benefits

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

- Create eligibility rules and event types

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

Topic 2: Foundational Components & Benefit Plans

33%

- Manage benefit plans and rates

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

- Describe Workday Benefits business processes

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

- Configure benefit foundational components

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

Topic 3: Benefits Administration and Maintenance

- Manage ongoing benefits operations

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

- Reporting and Analytics

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

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Workday Pro Certification exam Sample Questions (Q52-Q57):

NEW QUESTION # 52
While creating a benefit plan you receive the following Workday-delivered error message:
"Error: You must enter today's date or a date in the past. You cannot enter a future date." How can you ensure your plan is available for enrollment next year?

A. Mark the plan as Inactive on the benefit plan setup until it is available for enrollment.
B. Add the plan to the current benefit plan year definition so it is available for enrollment next year.
C. The plan will be automatically available for enrollment based on the effective date of the benefit plan.
D. Add the plan to the appropriate benefit plan year definition to make it active during a plan year.

Answer: D

Explanation:
The correct answer is B because Workday separates plan configuration dates from plan availability for enrollment through the use of benefit plan year definitions . Even though the system restricts entering a future effective date during plan creation, administrators can still control when a plan becomes available by associating it with a specific benefit plan year. The plan year defines the enrollment period, coverage dates, and availability of benefit plans for a given cycle, such as the upcoming year.
By adding the plan to the appropriate future benefit plan year definition, the administrator ensures that the plan is included in enrollment events like Open Enrollment for that year. Option A is incorrect because the effective date alone does not determine enrollment availability. Option C is not appropriate, as marking a plan inactive prevents usage rather than scheduling future availability. Option D is incorrect because assigning the plan to the current plan year does not make it available for the next year's enrollment. Proper configuration of the benefit plan year is the correct approach to control timing and availability.

NEW QUESTION # 53
You have an employee assistance plan that you offer at no cost to eligible employees. How do you automate employee enrollment in this plan?

A. Select the Only One Election checkbox in the Maintain Benefits Coverage Types task.
B. Select Auto Enroll in the benefit plan. Ensure the appropriate benefit events reference the benefit coverage type.
C. Configure the plan as a benefit default within the enrollment event rule.
D. Create an enrollment instruction for the benefit coverage type indicating that employees need to elect coverage for the plan.

Answer: B

Explanation:
The correct answer is C because Workday supports automatic enrollment for plans that should be assigned to all eligible employees without requiring them to actively make an election. For an employee assistance plan offered at no cost, the standard configuration is to enable Auto Enroll on the benefit plan itself. This tells the system to automatically place eligible workers into the plan when a relevant benefits event occurs. To make that automation work correctly, the corresponding benefit events must reference the plan's benefit coverage type , ensuring the plan is included when the event is processed.
Option A is incorrect because a benefit default influences default election behavior during an event, but it is not the primary configuration for systematically auto-enrolling employees into the plan. Option B is also incorrect because Only One Election limits election behavior within a coverage type and does not cause automatic enrollment. Option D is unrelated because enrollment instructions provide guidance to employees, not automation. When the goal is to automatically enroll all eligible workers in a no-cost plan, the correct approach is to enable Auto Enroll on the plan and ensure relevant events include that coverage type.

NEW QUESTION # 54
An employee navigates to the Benefits and Pay Hub and initiates a birth event. What business process are they using?

A. Change Benefit Job
B. Change Benefits
C. Change Beneficiary
D. Dependent Event

Answer: B

Explanation:
The correct answer is D because in Workday, when an employee initiates a life event such as the birth of a child through the Benefits and Pay Hub, the system launches the Change Benefits business process. This process is the central workflow used to capture and process benefit election changes resulting from qualifying life events. The birth event acts as the trigger, but the actual business process used to manage elections, review options, and submit changes is Change Benefits.
Option A is incorrect because Change Benefit Job is not a standard Workday process related to life event benefit changes. Option B is also incorrect because while the birth of a child is a dependent-related event,
"Dependent Event" is not the name of the business process used to process benefit elections. Option C is incorrect because Change Beneficiary is used specifically for updating beneficiary designations, not for enrolling dependents or modifying benefit elections. The correct process that handles employee-initiated benefit changes from life events is Change Benefits , making it the correct answer.

NEW QUESTION # 55
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. Input 5% on the Employer Contributions section on the benefit plan setup.
B. Work with the retirement plan provider to send contribution matches via integration.
C. Create a separate 401(k) match plan and configure a cross plan dependency rule to ensure the election of the 401(k) match plan.
D. Once the plan is configured, work with your payroll team to configure a dollar-for-dollar match.

Answer: C

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 # 56
What configuration limits an employee's self-service benefit event initiation to within 30 days of today's date?

A. On the Enrollment Event Type, select Reinstatement Event and enter 30 days in the Reinstatement Period Time Units field.
B. On the Enrollment Event Type, configure Days to Enroll to 30 and select Employee Cannot Report After Days to Enroll.
C. On the Enrollment Event Type, configure Days to Enroll to 30 and select Do Not Reprocess Future Events.
D. On the Enrollment Event Type, configure Days to Enroll to 30 and select Do Not Reprocess.

Answer: B

Explanation:
The correct answer is C because Workday controls how long an employee has to report a self-service life event through the Days to Enroll value combined with the Employee Cannot Report After Days to Enroll setting on the Enrollment Event Type. When Days to Enroll is set to 30 , the system establishes a 30-day reporting window from the event date. Selecting Employee Cannot Report After Days to Enroll enforces that limit by preventing employees from initiating or submitting the event after the allowed timeframe has passed.
Option A is incorrect because Do Not Reprocess relates to event reprocessing behavior and does not limit how long an employee has to report the event. Option B is also incorrect because Do Not Reprocess Future Events manages future event handling rather than self-service submission timing. Option D is unrelated because the Reinstatement Event configuration is used for rehired workers or reinstatement scenarios, not for setting the reporting window for standard employee-initiated life events. To restrict employee self-service benefit event initiation to within 30 days, the correct setup is Days to Enroll plus the Employee Cannot Report After Days to Enroll control.

NEW QUESTION # 57
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