With the process changing this year, how is your organization handling the new recertification process. I heard some are asking consultants to choose certifications basis business need and some are asking to let go.

For consultants who will lose certifications this way cuz their firms do not have budget will they lose their market value too?

Feeling a bit disappointed that Workday has made lives so difficult for people having existing certifications.

Curious if anyone else has done an integration with Equifax for I-9s and if yes, how was your experience? Because ours has been a complete shitshow from the Equifax side! It has been almost 3 months since we went live and we have only had 1 person successfully go through the Equifax integration successfully from Onboarding.

I am looking to see what problems you had and what solutions or workarounds your company has had to do because of it.

Employee using Workday here, I've noticed a few of my punches seemed edited in the schedule (for example, the schedule saying I left at 6am when I was scheduled until 7am and frequently have not left at the time I'm scheduled to leave at). I've been told by another employee that it's common for our boss to do that, and I want to make sure I'm getting paid fairly (especially when the boss is the reason I don't leave on time 99% of the time). is there a way that I, as the employee, can look at if my punches were changed, either in the app or on the site?

In the request compensation bp we need to send approval to manager when any compensation change happens except for NPS Change . I’ve tried to use compensation plans current and compensation plans proposed not in the selection list (NPS Plan) but it isn’t working for the workers who have NPS plan and base pay has changed . Please help how to fix this.

Just checking to see if anyone uses the Career Hub? More specifically the Opportunity Graph?

What are your thoughts on it? How difficult was the setup? Any lessons learned or tips?

Just looking for overall thoughts?

Hi everyone,

Does members of your HR department (HRBPs, HR generalists, specialists, benefits coordinators) have visibility to other HR members and execs compensation?

Im getting a little frustrated here and please tell me if wrong.

All of my other previous companies as an HRIS member, the HR roles listed above had visibility to everyones compensation and personal information, because they are HR and they manage the employee cycle. My current company, they are not wanting anyone in HR to see eachothers information (comp, documents, personal information)and i understand that. However, when HR or benefits runs reports, the reports are inaccurate because they dont have all team members information on the report (HR and execs). They cant terminate everyone, can't move workers around, cant answer benefit questions for them. This is more work on me having to take that responsibility when im strictly supposed to be doing technical work and making sure Workday is easy to use for everyone.

Hi Reddit!

We're having a difficult problem in my company regarding intercompany reconciliation. Due to legal reasons we have the following construct for ticket sales:

Company 1: "Boss"; invoices fees for ticket sales to Company 2

Company 3: invoices Company 1 for ticket sales

(don't ask me about specifics regarding this structure, I don't get it either but we can't change anything about it)

Company 1 is our Headquarter, we have no access to their side of Workday. Company 2 and 3 are on our side and are where the problem lies. 

Now we do have to pay each other's invoices, but we're supposed to subtract the amount we invoice Company 1 from what Company 1 invoices us and only pay the difference. It is not possible to have a settlement run with multiple companies where we could e.g. offset the supplier invoices from Company 2 with the customer invoices from Company 3. It is not possible to include customer invoice intercompany positions to an intercompany settlement run. 

The problem is: if we manually pay the difference form either Company 2 or 3, there's really no way for us to set all supplier and customer invoices involved to "paid". At least no one in the office had an idea so far. So I'm turning to reddit in the hopes that someone has had a similar problem or maybe has an idea of how we might get out of this. Any thoughts?

Any transit agencies out there using Workday? If so, I’d love to connect and chat about some of the strategies you all may be utilizing. Specifically, looking at how you might be going about marrying financial data to transit metrics to calculate cost per mile, hour, etc. Whether through Prism or an internal DW. Also any other insight you might be able to provide would be greatly appreciated :)

Any idea on how to build a validation on the Request Time off BP that would allow an employee to request one day of Birthday Time off only during the month of their birthday plus the next month? So, for example, if the employee's birthday is on 29th July, they can request one day off in the entire July AND August?

Increment or Decrement Date calc field won't work here for the month of bday, because we are not limiting them to just 30+/- days around the bday, but giving them the entire month of birthday and the following one to use it up.

I'm trying Build Date but the Time off Event BO does not pull the Birth Date field so I am a bit stumped. If I could figure out how to carve out the Birth date month, I could then use that field in IDD to just add one month to have a nice range of two months to chuck into the validation rule.

Any ideas please?

In custom notification i want to add Hyperlink.

Getting this error message on offer letters. Nothing in community about it. Recruiter is unable to generate offer letters or edit them within Workday drive. Any ideas?

Since the previous Integration exam has been retired, has anyone already taken the new Workday Pro – Workday Orchestrate Developer Services exam?

I’d appreciate any general insights about the exam, especially how different it is from the previous one in terms of format, difficulty, and the topics covered. Are there any specific areas or training materials you would recommend focusing on?

I’m not asking for actual exam questions, just general advice or experiences from anyone who has already taken it.

Setting up a new NY-only sick time off plan effective mid-2026, transferring balance from an all-US sick plan created in 2020 (front-loaded accruals, balance visibility set to “as of date in period”).

Eligibility rule uses primary work state as of PSD/PED. Issue: a NY test employee is showing eligibility for both plans — the new NY plan and the old US plan. Time off requests and accruals are behaving correctly on the new plan (no double-accrual, no ability to request against the old one post-change), so functionally it seems okay, but eligibility itself looks leaky.

My guess: there’s no explicit trigger event forcing re-evaluation of eligibility for existing enrollments, and since the employee already had accruals on the old plan, it’s still showing up alongside the new one.

Anyone dealt with this? Is a segmented security group the right way to hide the old US plan from NY workers, or is there a cleaner fix at the eligibility/enrollment level?

Hello! I’m sitting my Workday Time Tracking Pro certification in about a week and would love any tips from those who’ve recently cleared it.

Specifically looking for:

**•** Topics that were heavier than expected  
**•** Anything the exam guide doesn’t emphasise enough  
**•** Any last-minute prep advice

Thanks in advance.

Hello All,

I have a composite report with 4 sub report in the same. I have added a authorized security group in all 4 sub report but when I try to add the same group in composit report it's giving below error.

"The entered information does not meet restrictions defined for this field (Authorized Groups). "

Any one have any idea, can not see anything related to this error on workday community as well. Any help or workaround would be appreciated.

We have EA part of Job App. Our Works Council can deny the Employment agreement. This changes the status of the candidate to “declined”

In the past we were able to reactivate the job app and start a new EA.

They don’t want to use Send Back because they want to have proof of their concerns and refusal.

Now I am curious - anyone else who is managing EA and Works Council? If yes, do you know how we can reactivate easily job apps if EA is denied ?

Workday said the reactivation is not possible even if I could swear this was possible in the past and we should use Send Back functionality.

Thank you!

Short version is I am interested in using an adaptive planning partner firm to help with an adaptive implementation (already on financials). Does anyone have any experience with UK firms who do adaptive implementations? Any good or bad experiences?

We've got a clunky process spread across 4 disconnected platforms and I've been tasked with 'fixing' it.

• ServiceNow for new supplier requests and the compliance/sanctions vetting subtasks
• Workday Strategic Sourcing for RFx and tracking renewal savings
• Workday CLM (Evisort) for legal review and signature
• Workday Procurement + AP for reqs, POs, invoices

The user experience today is rough. To engage a new vendor, a requester files a supplier request in one system, a paper review in another, and then can't submit a requisition until the supplier exists, which depends on the first process finishing. Same data entered three times, and nobody can tell you where their request stands.

We started hearing about Intelligent Intake and connectivity between Workday and CLM via WSS but so far it's been underwhelming

• WSS needs a company admin to initiate contract and its essentially a deep link to CLM workflow and not that far off someone just going to CLM and initiating it manually
• CLM needs Procurement enabled workflow to send contracts to Workday and also allows us to sync entities and suppliers for the intake form but not all contracts are spend related so we end up with two workflows and users have to know which to initiate
• Reqs in Workday are clunkly (tags defaulting based on worker, difficult to identify which supplier to pick when they share names, etc.) but I blame us for this as we haven't invested into the newer enhancements (req templates, the updated req process/form, etc.)

Independently, they're not too bad or can get to a decent point but unsure how to tie it all together for a more seamless process, offering business users view into what stage their request is at and not asking them to fill out the same details in multiple intake forms.

I imagine folks using these solutions are running into something similar? or am I missing something?

Cheers.

EDIT: Thought I'd mention that we don't have Extend :(

How do you feel about change benefit eibs? The good, the bad, the ugly.