Anyone have a sense of what this looks like? We have set up E-Verify for Workday and CHRO is now asking about E-Verify+

There's no documentation on Workday Community that I can find and I'm struggling to understand what the difference is or if it's even a possibility. It seems like you'd need to have a link for uploading documents into the system... would that be added to Workday BP?

We are currently utilizing JIRA and I'm not impressed. I'm considering migrating us to WD Help as we use it for HR and Finance currently. Thoughts? What are the pros/cons of each? I have a list I have created but want to make sure I am not missing anything.

Hi! I am sure that this has been posted before and if the answers are on that thread please link it.

I am a young professional who is currently a program analyst who has about 6 years total experience including project management. I want to make a career change and thought workday would be a great pivot. For additional background context, I have my Bachelors in HRM and minored in PM with my MBA and kind of want to move away from PM. Are there any recommendations to break into this field/ role suggestions? I don’t mind funding more expensive courses if that’s what it takes, I just don’t know where to start other than the Workday Basics course through Coursera. TYIA!!

I have a customer that is being implemented with Launch Express (ridiculous scoping by sales) and they are also “Manufacturing”. Of course partners will say yes to deals that had no business on launch, but here I am with 0 idea on how to even set this up.

1100 employees
In/out punches
Punches must correlate to a work order and also a phase of the work order and whether the work order is complete, in progress…etc
But there are over 18,000 work orders with multiple phases of those work orders.
Obviously can’t have an employee use a work tag that has a drop down of 18k work orders.

So yeah…..now what?

Hello All,

Need your help in identifying the issue, once we create pre-hire it's created in system but when we try to hire the same pre- hire we can not see the same for hire.

What could be the issue any workaround to fix the same ?

Currently, our benefits team has to make a manual adjustment to remove the vol life of spouse and child if the employee cancels/denied via EOI. The associated deductions would then be refunded via payroll. The manual adjustment seems like the go-to route based on what I’ve seen in community but I’d like to know if any of you have automated this by any chance? Thanks in advance!

Hi Team,
We are planning to move from Learning Campaigns to Engagement Builder and would like to migrate our existing campaigns where possible. However, our current Learning Campaigns were created using Saved Searches as the audience source, not Custom Reports, so they are not eligible for migration to Engagement Builder.

We would like to understand the recommended approach for closing the existing campaigns and creating new ones in Engagement Builder.
 
There are some questions we would like to find the answer for:
1. Is there a way to close an existing Learning Campaign?
2. What happens after a campaign is closed? Are there any impacts on reporting, historical data, completion tracking, or campaign-related information?

I would appreciate any ideas, guidance or experience from anyone who has already completed a similar transition.

I have been doing configuration on the client side for about 3 years now. But I have over 5 years of experience supporting Workday overall. I specialize in Talent, HCM, and Learning. I enjoy configuration because I’m always learning something new and enjoy problem solving. I always thought I’d move into consulting later in my career as it would provide more flexibility (contract roles, etc.) if I decide to have a family.

However, I have found myself interviewing for a very good consulting job. I want to hear from others who went through this switch and what their experience was. Did you regret it? Did you miss config?

Thanks in advance!

I have several years of FP&A and record to report background and I’m leaving SAP and Oracle fusion behind coz they seem over saturated and I noticed workday financials are gaining traction coz of the ease of use with HR and they don’t have baggage from legacy SAP or Oracle apps, which is making transition to S4 HANA a nightmare unless you start afresh.

But I am finding out it’s hard to learn WD financials coz the ecosystem seems to be closed up and it’s hard to obtain certifications or training unless you are lucky to work on an implementation

Given all this, is there a real pathway for someone like me to put down some $ and get myself educated coz opportunity for Workday ERP is really niche and salary is very competitive if you are like in a leadership/SME mode.

I guess what I am asking is how do I use what is available with workday and get a certification? They don’t seem to be handing it out for 300 bucks like Oracle Fusioj general ledger.

All of our WD3 tenants are down. Anyone else?

I see Ideas in WD Community and the only option is to 'Report Inappropriate Content'.

In the past, with Brainstorms, there was a vote option. Admittedly, as time went by, Brainstorms would have hundreds or thousands of votes but still weren't implemented but a few would.

Does anyone know what happens (if anything) with Ideas?

We're using the delivered Cloud Connect for Benefits: ANSI X12 834 V2 with Cloud Connect for Benefits: ANSI X12 834 V2 / CCB ANSI X12 834 V2 Full File.

We're seeing some Job Changes generate:

HD
DTP*348*20260101
DTP*349*20260630

HD
DTP*348*20260701    

even though the employee:

• remains benefit eligible,
• remains enrolled in the same medical plan,
• remains in the same coverage tier.

Our carrier (UMR) expects only the new effective coverage record in this scenario and interprets the termination date as a true loss of coverage.

We've consistently observed this behavior for several employees where the Benefit Event Date equals the Coverage Begin Date (for example, both were July 1, 2026). However, we haven't confirmed whether that's the actual trigger.

In Sandbox, we also tested scenarios where the Benefit Event Date preceded the Coverage Begin Date, and in those cases the outbound 834 did not generate the termination/reinstatement sequence.

Has anyone seen this behavior with the delivered Cloud Connect 834 template?

• Is this expected Benefits processing?
• Is there a configuration that prevents Workday from splitting continuous coverage into two coverage periods?
• Or is this something that should be raised with Workday Support?

Hi everyone,

I'm trying to create a report that lists all Integration Events (Integration Name, Run Time, and Status) from January 1, 2026 through today.

I noticed some unexpected behavior with the delivered View Integration Events report:

• If I leave the Integration System prompt blank and run the report for the full date range, the results only go back to May 27, 2026.
• However, if I select a specific Integration System, the report returns the complete history for that integration (back to our go-live/January 1).
• I also copied the delivered report and created a custom report using the All Integration Events data source, and I observed the same behavior.

This makes me think Workday is limiting the result set when querying across all Integration Systems, but not when a specific Integration System is provided.

Has anyone else experienced this?

Specifically:

1. Is this expected behavior due to a performance optimization or result limit?
2. Is there another delivered report or business object that supports retrieving the complete Integration Event history across all Integration Systems?
3. Is there a recommended approach for reporting on all integration runs over a large date range without splitting the report into smaller date intervals?

Any insights would be greatly appreciated.

Thanks!

Hey everyone,

I’m looking for some advice or best practices on optimizing a high-volume Workday journal integration. Here is a quick breakdown of our current process:

1. Split & Sort: We split and sort the incoming file into balanced journal chunks of up to 10,000 lines each.
2. Draft Creation: We call Import_Accounting_Journal on each chunk to create the journals in Draft mode.
3. Audit & Error Handling: Once draft creation completes, we run web service calls to collect the Accounting_Journal_IDs and check for any validation errors, aggregating everything into a single report.
4. Conditional Logic:
   • If errors exist: The integration cancels all created draft journals, generates a Cloud Log with the error details, and sends a notification to the user to fix the source file/data and resubmit.
   • If NO errors exist: It updates the journals with Submit = true and loops through to submit and post them.

The Bottleneck: Right now, processing ~350,000 lines (about 35 journals) is taking around 2 hours. I'm looking for ways to speed this up, especially knowing that multiple integration runs might occasionally overlap in production.

Has anyone dealt with similar volumes? Are there alternative patterns, parallel processing tweaks, or Workday API strategies you'd recommend to cut down this runtime?

Thanks in advance for any insights!

I’m currently a techno/functional analyst for PeopleSoft Financials and Supply Chain Management. I’ve been doing it for over 16 years now. I’m interested in transitioning to Workday and want to know if my experience working on development and functional analysis has any value/crossover with workday. Thank you in advance for any opinions/insight/advice.

We are using Workday Docs on our Employee Contract and we faced an issue where the HRBP copy and pasted a Myanmar alphabet on the Generate Document Step. When it reached the Review Document Step and routed to docusign, it didn't appear as it should. Instead, it looked like box images.

is this a Workday limitation or is there any workaround for this?

Friends,

A coworker of mine is using snapLogic to take data from the library system of the college where we work, to then create Supplier Invoice Requests in Workday. He is able to successfully generate the SIR in Workday, but when he tries to assign a value for the "Requester" field, he gets an error.

He has tried two methods of assigning the Requester:

wd:Requester_Reference>
    <wd:ID wd:type="WID">674d521882ff10014c2130c3ad9d0000</wd:ID>
</wd:Requester_Reference>

and

<wd:Requester_Reference>
    <wd:ID wd:type="Employee_ID">100347</wd:ID>
</wd:Requester_Reference>

The error he receives is:

<?xml version="1.0" encoding="utf-8"?>
<SOAP-ENV:Envelope xmlns:SOAP-ENV="http://schemas.xmlsoap.org/soap/envelope/">
    <SOAP-ENV:Body>
    <SOAP-ENV:Fault xmlns:SOAP-ENV="http://schemas.xmlsoap.org/soap/envelope/" xmlns:wd="urn:com.workday/bsvc">
            <faultcode>SOAP-ENV:Client.validationError</faultcode>
            <faultstring>Validation error occurred. The entered information does not meet the restrictions defined for this field. (Requester_Reference).</faultstring>
            <detail>
                <wd:Validation_Fault>
                    <wd:Validation_Error>
                        <wd:Message>The entered information does not meet the restrictions defined for this field. (Requester_Reference).</wd:Message>
                        <wd:Detail_Message>The entered information does not meet the restrictions defined for this field. (Requester_Reference).</wd:Detail_Message>
                    <wd:Xpath>/wd:Submit_Supplier_Invoice_Request_Request[1]/wd:Supplier_Invoice_Request_Data[1]/wd:Requester_Reference</wd:Xpath>
                    </wd:Validation_Error>
                </wd:Validation_Fault>
            </detail>
        </SOAP-ENV:Fault>
    </SOAP-ENV:Body>
</SOAP-ENV:Envelope>

Does anyone have any ideas of what might be going on? All workers are allowed to create SIR's via the Workday interface, so it doesn't seem to me like a security issue.

This is one of our first snapLogic integrations (usually we use EIB's or Cloud Connects), so I'm not even sure where/what I can look at in Workday to see any additional error details.

Doug

Writing a report which would need to sum up the gross YTD value for workers for regular pay earnings .

I'm on the payroll result lines objects but I don't see this field. Do I need to write CF? If so, can someone outline ?

I have to extract pay accumulation and balances YTD as well. Appreciate
Guidance

We operate in 2 countries (US and Canada). And have a role based security group "Payroll Analyst" assigned to company. We acquire a company (let's call B) also operate in 2 countries. As part of M&A, we plan to change the support model, instead of shared service, align the support to the local, and 4 HR team, each support their own region
In Company A - country US, 2 payroll analyst support roughly 2000 employee
A - Canada
B - US
B - Canada

Should we create 4 "Rule Based" security and use "Payroll Analyst" as baseline?

in "membership" section, one example of rule is company = A, and country = US?
in "access to instances" section, I am not sure what does this mean, and how it should be configured. I attempt to include "company = A, and country = US", it error out with message: "Invalid Rule instance. Only Access Constraint rules are allowed on this prompt"

As the LMS manager and reporting expert for our company, are there any conferences that focus more specifically on Workday Learning? I know Workday Rising is coming up, but that seems more focused on the broader Workday platform.

I’m especially interested in learning more about what Sana could bring to the learner experience, but also just looking for opportunities to keep growing and developing in this space overall.

Unfortunately, we've accumulated a large number of open positions after a prior team encouraged managers to close/create a new position anytime a worker termed, as well as during basic staffing transactions. As a result, we have a mess of open positions we'll be cleaning up and are establishing stronger governance/approval process around creating positions. Our company is global with ~30k employees.

Looking for best practices from folks on the following:

1. How do you differentiate a scenario requiring a new position vs. using the existing? What threshold prompts a new position vs. using the employee's existing during transactions like promotions, transfers to a new manager, replacing worker with role in another job profile/comp grade.
2. Who is allowed to create positions? Is it common to centralize position creation to HR/TA as opposed to Manager self-service?

Thanks in advc for your input!!

Anyone else preview tenant update over the weekend and give you to the new worker profile UI? can we turn that off? I tried opting out under Edit Tenant Setup - System but its not reverting back.

Is it possible to either hide a specific job location from managers/recruiters when they’re creating or changing jobs, or configure the system to throw a hard error if they try to use that location? We’re trying to prevent users from selecting a particular work location, and I was wondering what the best practice is for handling this. Is this something that can be done through configuration, security, validation, or another approach?

Thanks in advance!