[Q23-Q45] Top Workday Workday-Pro-Benefits Courses Online - Updated [Aug-2026]

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Top Workday Workday-Pro-Benefits Courses Online – Updated [Aug-2026]

Workday-Pro-Benefits Practice Dumps – Verified By Dumpleader Updated 57 Questions

Workday Workday-Pro-Benefits Exam Syllabus Topics:

Section	Objectives
Benefits Administration Operations	– Ongoing Maintenance 1. Plan updates and renewals 2. Open enrollment management – Reporting and Auditing 1. Benefits reporting tools 2. Compliance tracking basics
Benefits Configuration Overview	– Benefits Administration Basics 1. Benefits framework in Workday 2. Eligibility rules overview – Benefits Setup 1. Benefit plans configuration 2. Coverage options and tiers
Eligibility and Enrollment	– Enrollment Processing 1. Life event changes 2. New hire enrollment – Eligibility Rules 1. Eligibility configuration logic 2. Event-driven eligibility changes

Section

Objectives

Benefits Administration Operations

– Ongoing Maintenance

1. Plan updates and renewals
2. Open enrollment management

– Reporting and Auditing

1. Benefits reporting tools
2. Compliance tracking basics

Benefits Configuration Overview

– Benefits Administration Basics

1. Benefits framework in Workday
2. Eligibility rules overview

– Benefits Setup

1. Benefit plans configuration
2. Coverage options and tiers

Eligibility and Enrollment

– Enrollment Processing

1. Life event changes
2. New hire enrollment

– Eligibility Rules

1. Eligibility configuration logic
2. Event-driven eligibility changes

Q23. What is true about benefit events in Workday?

Events are Workday-delivered.

Events can be deleted when no longer needed.

All events will automatically close after 30 days.

Events are configured using your company’s requirements.

Q24. What scenario requires you to include a Health Care Classification in the plan setup?

Health Savings Account plan for Canada

Medical plan for Canada

Medical plan for USA

Health Savings Account plan for USA

Q25. A company wants to provide employees with additional information about their benefits and links to benefit sites. Where do you configure this?

Maintain Enrollment Instructions

Maintain Enrollment Event Type

Maintain Health Care Coverage Targets

Maintain Benefit Coverage Type

Q26. Refer to the following scenario to answer the question below:
You need to configure an Open Enrollment event for your client, with these requirements:
All benefit coverages and deductions will start at the beginning of the new plan year.
Employees may select any benefit for which they are eligible.
If employees do not make changes during open enrollment, they should remain enrolled in the benefits they had prior to open enrollment.
If employees do not enroll in Health Savings Account and Flexible Spending Accounts, then those benefits should no longer be active for the employee.
On the Coverage Rules tab, what must you enter in the Defaulting Rules field to ensure employees making no changes to their HSA and FSA elections are no longer enrolled in those plans?

Default to Waive

Default to Current Elections or Waive

Reinstate Previous Elections or Waive

Default to Current Provider/Classification or Waive

Q27. 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?

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.

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.

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.

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.

Q28. What configuration limits an employee’s self-service benefit event initiation to within 30 days of today’s date?

On the Enrollment Event Type, configure Days to Enroll to 30 and select Do Not Reprocess.

On the Enrollment Event Type, configure Days to Enroll to 30 and select Do Not Reprocess Future Events.

On the Enrollment Event Type, configure Days to Enroll to 30 and select Employee Cannot Report After Days to Enroll.

On the Enrollment Event Type, select Reinstatement Event and enter 30 days in the Reinstatement Period Time Units field.

Q29. What must you configure prior to creating an insurance plan?

Insurance coverage levels, insurance coverage, and insurance rate.

Levels of Change tabs within the Enrollment Event Rule.

Electronic signature, health care classification, and provider ID.

Benefit provider, benefit plan year definition, and enrollment instructions.

Q30. A worker is showing up on the Benefit Group Audit in more than one benefit group. How will you ensure the worker is only eligible for one benefit group?

Create a third benefit group that all employees are eligible for.

Check the benefit plan eligibility to determine which workers are eligible for each plan.

Check the enrollment event rule to ensure the employee can only enroll in benefits one time.

Check the benefit group eligibility rules to determine why an employee is eligible for both groups.

Q31. Under what conditions will an employee have two events open simultaneously?

When both events are on different event dates.

When both events are entered on different days.

When both events are entered on the same day.

When both events do not share a coverage type.

Q32. An employee submits a birth event on July 1 for their child born on June 20. The benefit partner submits an Administrative Correction event for the same employee with a benefit event date of June 20. How will Workday coordinate these events?

Workday will put the earlier event on hold.

Workday will put the later event on hold.

Workday will require the employee to complete the events in the order they were submitted.

Workday will create a hybrid event.

Q33. 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?

Once the plan is configured, work with your payroll team to configure a dollar-for-dollar match.

Work with the retirement plan provider to send contribution matches via integration.

Input 5% on the Employer Contributions section on the benefit plan setup.

Create a separate 401(k) match plan and configure a cross plan dependency rule to ensure the election of the 401(k) match plan.

Q34. An employee is undergoing a dissolution of domestic partnership (divorce) and requests that their ex-spouse be removed from their dependent profile. How should the benefits administrator handle this request?

The benefits administrator should process the Dissolution of Domestic Partnership benefit event, which will remove all elections from the dependent. Then the benefits administrator will inactivate the dependent from their related actions.

The benefits administrator should delete the elections from the dependent by processing a divorce benefit event and then delete the dependent from the system.

The benefits administrator should delete the dependent profile from related actions, which will automatically remove the dependent from all benefit elections.

The benefits administrator should inactivate the dependent profile from related actions, which will automatically remove the dependent from all benefit elections.

Q35. A company wants to reinstate benefits for employees rehired within six months of their termination date. How will you configure this?

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.

Create a notification in the hire business process to alert the benefits administrator, who will manually reinstate the benefits for the rehire.

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.

Mark the rehire benefit event type as a reinstatement event, and configure the rehire business process with a six month step delay.

Q36. 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?

Add an eligibility rule to the Spousal Life plan to limit coverage to 50% of the employee’s Voluntary Supplemental Life coverage.

Add a validation to the change benefits business process to limit Spousal Life coverage to 50% of Voluntary Supplemental Life.

Create a cross plan enrollment prerequisite to ensure the employee selects the same coverage target for both insurance plans.

Create a cross plan insurance percentage maximum to limit Spousal Life coverage to 50% of Voluntary Supplemental Life.

Q37. The benefit partner is monitoring new hire benefit events that are in progress. What report provides this information?

Benefit Census

Open Enrollment Status

Benefit Group Audit

Benefit Events Status

Q38. Your new hires have a 60-day waiting period. Medical coverage starts on the first of the month following 60 days from hire. Where do you configure the system to calculate first the 60-day waiting period and then apply the first of the following month logic?

Start or Waive Coverage

Benefit Plan Eligibility Rule

Benefit Event Type

Benefit Group

Q39. To trigger a job change benefit event you must insert the Change Benefits for Life Event subprocess (Change Benefit Elections step) into the Change Job business process. What else must you configure for the benefit event to trigger?

Create a condition rule on the Change Benefits business process, referencing the Change Job event.

Create an event on Maintain Enrollment Event Types, inserting the Change Job business process in the Events and Reasons section.

Create a Passive Event that triggers the Change Job business process.

Create an Enrollment Event Rule, inserting the Change Job business process on the Coverage Rules tab.

Q40. When the Finalize Open Benefit Events action closes an overdue benefit event, Workday defaults employees into their current elections or to waive. Where do you configure this defaulting logic?

Enrollment Event Rule – Coverage Rules Tab

Enrollment Event Type

Enrollment Event Rule – Loss of Coverage Tab

Benefit Plan

Q41. What situation would require your company to create a second benefit group?

Employees who are not eligible for benefits belong to a benefit group that employees who are eligible for benefits do not belong to.

Employees turning 50 years old at the end of the year become available for a pension catch-up plan.

Employees in Hawaii are eligible for a new medical plan that employees in other locations are not eligible for.

The company is going through an acquisition whose employees have a different open enrollment period compared to the remaining workforce.

Q42. Terminated employees’ benefits should stay active through the last day of the month. However, their benefits are inactive on their termination date. What would cause this?

On the Enrollment Event Rule termination event, the Coverage End Date is set to On the Half Month.

On the Enrollment Event Rule termination event, the Coverage End Date is set to On Pay Period Begin After Event Date.

On the Enrollment Event Rule termination event, the Coverage End Date is set to Last Day of the Month.

On the Enrollment Event Rule termination event, the Coverage End Date is set to On the Event Date.

Q43. Which rates can include demographic factors such as Age in Years and Length of Service in Months?

Flat healthcare rates

Benefits annualized rates (BAR) and additional benefits rates

Insurance rates and calculated healthcare rates

Additional benefits rates

Q44. The benefit partner is monitoring new hire benefit events that are in progress. What report provides this information?

Benefit Group Audit

Benefit Events Status

Benefit Census

Open Enrollment Status

Q45. A benefits partner is helping an employee with their open enrollment.
What should the benefits partner run to access the employee’s open enrollment event?

Start Proxy to Access the Employee’s My Tasks

Open Enrollment Status Report

Initiate Open Enrollment task

Benefit Events Status Report