Workday Pro Benefits Exam Questions Instant Access

Question 1

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?

AThe 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.

BThe 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.

CThe 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.

DThe 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.

Answer : A

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.

Question 2

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?

AStart Proxy to Access the Employee's My Tasks

BOpen Enrollment Status Report

CInitiate Open Enrollment task

DBenefit Events Status Report

Answer : A

The correct answer is A because in Workday, when a benefits partner needs to assist an employee directly with their open enrollment event, they must access the employee's inbox tasks and event experience. This is accomplished by using the Start Proxy functionality, which allows the administrator to act on behalf of the employee and view exactly what the employee sees, including the Change Benefits task associated with open enrollment.

Option B (Open Enrollment Status Report) and D (Benefit Events Status Report) are reporting tools used to monitor event progress, status, and completion but do not provide direct access to perform or assist with the employee's enrollment elections. Option C (Initiate Open Enrollment task) is used to launch the event for a population, not to access or assist with an already initiated employee event.

Using proxy ensures that the benefits partner can guide or complete the enrollment accurately within the employee's context, maintaining consistency in elections, validations, and user experience while following Workday security and audit controls.

Question 3

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?

AThe 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.

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

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

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

Answer : A

The correct answer is A because Workday benefits administration requires the administrator to first address the benefit elections tied to the dependent before removing the related person from active use. When a domestic partnership or marriage ends, the correct process is to run the appropriate life event so the system can properly terminate the dependent's benefit coverage, update eligibility, and maintain an accurate audit trail of the enrollment changes. After the benefit event removes the dependent from all applicable elections, the administrator can then inactivate the dependent through related actions on the dependent record.

Option B is incorrect because deleting a dependent from the system is not the proper approach and would not preserve history appropriately. Option C is also incorrect because deleting the dependent profile does not represent the standard Workday process for handling dependent removal from benefits. Option D is incomplete because simply inactivating the dependent profile does not correctly process the benefits event or ensure elections are ended through the proper event-driven mechanism. Workday relies on the life event first, followed by dependent inactivation.

Question 4

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?

AIn the dependent eligibility field of the healthcare plan

BIn the Coverage Dependent Eligibility field of the healthcare plan

CIn the Maintain Related Persons Relationship task under the child relationship

DIn the health care coverage targets, which includes the dependent type child

Answer : B

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.

Question 5

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?

ARescind open enrollment.

BCorrect open enrollment.

CUse the Open Enrollment Status report to send email reminders to the incorrect benefit groups.

DCancel open enrollment and initiate open enrollment for the correct benefit groups.

Answer : A

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.

Question 6

You have a new gym membership benefit offering. You currently do not offer any gym benefits. Before you can configure the plan, what must you do?

ACreate a new rate to specify how much to charge the employee.

BCreate a new benefit group for gym-eligible workers.

CCreate a new coverage type in the Maintain Benefit Coverage Types task.

DCreate a new related person relationship in the Maintain Related Person Relationships task.

Answer : C

The correct answer is C because Workday Benefits configuration starts with the foundational components that define how a benefit offering is structured. When introducing a completely new type of benefit such as a gym membership, the system must first recognize the benefit category through an appropriate coverage type. The coverage type serves as a core setup element that supports plan creation and determines how the plan is classified within the benefits framework.

Option A is not correct because rates are generally configured after the underlying plan structure exists. Rates define pricing or cost-sharing, but they do not establish the foundational setup needed to create a new benefit offering. Option B is also incorrect because benefit groups are used to organize worker eligibility and enrollment populations, not to establish the base benefit component required for a new plan type. Option D applies to dependent or related-person scenarios, such as spouse or child coverage, which is not relevant for a gym membership benefit. In this case, defining the proper coverage type is the necessary first step before the plan itself can be configured.

Question 7

What task do you use to configure a new target for a dental plan offering?

AMaintain Additional Benefits Coverage Targets

BEdit Benefit Group

CEdit Tenant Setup - HCM

DMaintain Health Care Coverage Targets

Answer : D

The correct answer is D because dental plans in Workday are classified under health care plans, and therefore their coverage targets are configured using the Maintain Health Care Coverage Targets task. Coverage targets define how costs are distributed between employer and employee, such as percentage-based contributions or employer subsidy strategies. Since dental plans fall within the broader health care category, they inherit the same configuration framework used for medical and other health-related plans.

Option A is incorrect because Additional Benefits Coverage Targets are used for non-health-related offerings, such as life insurance or supplemental benefits, not for dental plans. Option B is not relevant because editing a benefit group impacts eligibility grouping rather than plan cost-sharing configuration. Option C is also incorrect because tenant setup tasks are used for system-wide configuration and do not control specific plan-level coverage targets. To properly define employer and employee cost-sharing for a dental plan, administrators must use the Maintain Health Care Coverage Targets task, ensuring consistent configuration within the health care benefits structure.

Workday Pro Benefits Certification exam Workday Pro Benefits Exam Questions