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Administrator Guide
Last Updated: 2026-03-13
Create Enrollment Event Rules

Create Enrollment Event Rules

  • Define enrollment events.
  • Security:
    Set Up: Benefits
     domain in the Benefits functional area.
Create rules that Workday uses to process enrollment events. Examples:
  • Waiting periods.
  • Coverage beginning and ending dates.
  • Deduction beginning and ending dates.
  • Grace periods for ending coverage.
  • Coverage changes with and without evidence of insurability (EOI).
  • Default coverage rules.
  • Reinstatement of benefits coverage.
Associate event rules with benefit groups using the
Create Benefit Group
 task.
  1. Access the
    Create Enrollment Event Rule
     task.
  2. As you complete the
    Start or Waive Coverage
     tab, consider:
    Option Description
    Benefit Coverage Type
    Select all benefit coverage types used by the selected event types. Workday uses the coverage types, as configured on the event type and the enrollment event rule, to determine any changes in eligibility. If there are changes, Workday creates an enrollment event for the employee.
    For coverage types without explicit event rules, Workday uses
    Can Select Any Plan
     from the
    Allowed Benefit Plan Changes
     prompt.
    Waiting Period Number and Waiting Period Units
    Waiting periods apply to employees who are newly eligible for a benefit and didn't have coverage of the same type before the enrollment event. Newly eligible could be from a hire, promotion, or other enrollment event.
    Workday uses the
    Waiting Period Calculation Order
     on the
    Create Benefit Group
     task to determine whether to add the waiting period before or after the
    Coverage Begin Date
    .
    Ignore Waiting Periods
    Overrides the waiting period for event types. Consider whether to select this check box if you select
    First of Month On or After the Later of Event or Submission Date
     choice for
    Coverage Begin Date
    .
    Coverage Begin Date
    Select the rule to determine the date that benefit coverage begins.
    You can specify a coverage begin date for all benefit plans that belong to a given coverage type, for events that:
    • Enable employees to waive existing coverage.
    • Result in coverage gains, such as job changes.
    You can specify that coverage begins on the
    First of Month On or After the Later of Event or Submission Date
    . To avoid coverage delays with this option, select the
    Ignore Waiting Periods
     check box. The remaining pay periods don't recalculate.
    Examples:
    • If the submission date is February 1 and the event date is February 20, the coverage begin date is March 1.
    • If the submission date is April 1 and the event date is March 20, the coverage begin date is April 1.
    If the
    Change Benefits
     business process has an approval step, the submission date is the approval date.
    You can also specify that coverage begins
    On Pay Period Begin On or After the Later of Event or Submission Date
    .
    Example: Pay periods are June 27 - July 10, and July 11 - July 26. If the submission date is June 26, and the event date is July 8, then the coverage begin date is July 11. This is the start of the pay period following the later of the 2 dates.
    This option and
    Later of Event or Submission Date
     are only available for life change event enrollment types, such as new hire, family status change, or administrative correction. Workday uses the electronic signature date as the submission date. If there's no electronic signature, Workday uses the completion date of the
    Change Benefits for Life Event
     business process as the submission date.
    For options that set the coverage begin date as the first day of the worker's pay period, Workday uses the pay period schedule associated with the pay group tied to the worker's primary position.
    During a benefit event, Workday updates the Coverage Begin Date for a worker's benefit plan when any of these items change as a result of a benefit event:
    • Health Care - Benefit Plan and Coverage Target
    • Health Savings Account - Benefit Plan and Employee Contribution Amount (per paycheck amount)
    • Spending Account - Benefit Plan and Employee Contribution Amount (per paycheck amount)
    • Insurance - Benefit Plan, Coverage Level, and Covered Dependents
    • Retirement Savings - Benefit Plan, Amount, Percent, Employee Contribution Allocation Percent, and Employer Contribution Allocation Percent
    • Additional Benefits - Benefit Plan, Coverage Target, Amount, and Percent
    Coverage Waive Date
    Select the rule that specifies the calculation of the date on which a worker's coverage is waived. Workday uses this rule when a worker completely waives a coverage type they're still eligible for during a life change event. This rule doesn't apply to loss of coverage as a result of a worker losing eligibility for the coverage type.
    For open enrollment event types, you can't select any options other than the default
    On Coverage Begin Date
    . You can select other waive date options for life change event types only.
    If you don't want to configure a different
    Coverage Waive Date
    , keep the default option of
    On Coverage Begin Date
    .
    Workday won't consider the
    Coverage Waive Date
     rule you select if a worker:
    • Elects a plan for the first time.
    • Re-elects a plan in a coverage type that they previously waived.
    • Changes plans within a coverage type.
    • Changes coverage tiers in an elected health care plan.
    • Reduces or increases coverage in an elected insurance plan.
    Instead, Workday will use the rule you've configured in the
    Coverage Begin Date
     column.
    (U.S. federal): Workday recommends U.S. federal users select the
    On Pay Period Begin After the Later of Event or Submission Date
     option as required for applicable coverage types.
    Example: For a marriage event, you want new or changed coverage to begin on the event date, but waived coverage to extend to the end of the month. For the medical coverage type of the marriage event, you select the
    On Event Date
     option for the
    Coverage Begin Date
    , and the
    First Month Following Event Date
     option for the
    Coverage Waive Date
    . Workday then calculates the waive date to be the first day of the next month, and the coverage end date to be the last day of the current month.
    With this example setup, if a worker gets married on 3/14, changes medical plans, and adds their new spouse to the new medical plan, the coverage begin date for the new election would be 3/14.
    If the worker gets married 3/14 and waives their medical coverage because they have joined their new spouse's plan, their current coverage would end on 3/31 because the waive goes into effect on 4/1.
    Deduction Begin Date
    Select the rule to determine which pay period to take the deduction or start the credit.
  3. Complete the
    Loss of Coverage
     tab.
    For events that result in coverage losses, define the:
    • Coverage End Date
      For job changes, Workday uses the effective date of the job change for the event date. For terminations, Workday uses the event date + 1 day for the effective date. Example: The termination date is 7/1. The event date is 7/1, but the effective termination date is 7/2.
      To determine the month of the event date, Workday uses the month of the day before the event date. Example: If the event date is 7/1, then the Workday uses the month of June. If the event date is 7/2, then Workday uses the month of July.
    • Deduction End Date
    • Grace Period Number
       to extend coverage beyond the coverage end date for a given coverage type.
  4. On the
    Levels of Change - Currently Covered
     tab, create the rules for processing changes to insurance coverage when the employee currently has insurance coverage. As you complete this tab, consider:
    Option Description
    Maximum Levels of Change Allowed
    Enter the maximum number of levels that employees can increase coverage during enrollment for this event type.
    Examples:
    • Your benefit plan offers 2x, 3x, 4x, and 5x salary, and you enter the value 2 for the
      Maximum Levels of Change Allowed
      . If an employee has a current coverage of 2x salary, they can increase their coverage up to 4x salary.
    • Your benefit plan offers 50,000 – 100,000 – 150,000 – 200,000 USD coverage levels. You enter a value of 1 in this field. If an employee currently has coverage of 50,000 USD, they can increase their coverage to 100,000 USD.
    Maximum Amount of Change Allowed
    Enter the maximum amount that employees can increase coverage during enrollment for this event type.
    Include All Benefit Plans in Coverage Type for EOI
    Select to use the combined total election for all benefit plans in a coverage type to determine when to require EOI.
    If selected, make sure to select this option on all of the
    Levels of Change
     tabs.
    Don't select auto-enrolled insurance plans.
    Maximum Levels of Change Allowed without EOI
    Enter the maximum number of levels that employees can increase their coverage without requiring EOI. Used when you have a guaranteed issue level that changes by event type.
    Workday uses the smallest amount as the guaranteed issue if you populate 1 or more of these fields:
    • Guaranteed Issue Amount
    • Guaranteed Issue Multiplier
    • Maximum Amount of Change Allowed without EOI
    Maximum Amount of Change Allowed without EOI
    Enter the maximum amount that employees can increase their coverage without requiring EOI. Used when you have a guaranteed issue amount that changes by event type.
    Workday uses the smallest amount as the guaranteed issue if you populate 1 or more of these fields:
    • Guaranteed Issue Amount
    • Guaranteed Issue Multiplier
    • Maximum Amount of Change Allowed without EOI
    An employee must provide EOI if they elect more than the guaranteed issue amount.
    Guaranteed Issue Amount
    Enter the amount of insurance coverage that employees receive.
    Workday uses the smallest amount as the guaranteed issue if you populate 1 or more of these fields:
    • Guaranteed Issue Amount
    • Guaranteed Issue Multiplier
    • Maximum Amount of Change Allowed without EOI
    To enforce EOI for any change, enter a value of 1 or 0.01. Workday ignores a zero value for
    Guaranteed Issue Amount
    .
    Guaranteed Issue Multiplier
    Enter the salary multiplier used to calculate the amount of insurance coverage that employees receive. You can define the salary on the
    Salary Source
     field on these tasks:
    • Create Insurance Coverage
    • Edit Insurance Coverage
    Workday uses the smallest amount as the guaranteed issue if you populate 1 or more of these fields:
    • Guaranteed Issue Amount
      .
    • Guaranteed Issue Multiplier
      .
    • Maximum Amount of Change Allowed without EOI
      .
    Workday determines the salary definition for the salary multiplier from the insurance coverage. Example: You have an increment of salary plan (10,000 USD through 500,000 USD in multiples of 10,000). The employee can elect up to 4x salary without triggering EOI. Workday evaluates the insurance coverage amount to determine how to calculate the employee's salary.
    Set Guaranteed Issue Rule
    Select the rule that defines how to apply the guaranteed issue amount or multiplier when the value doesn't match the defined coverage levels.
    Define if the employee should automatically use the exact values for 1 of these amounts:
    • Guaranteed Issue Amount
    • Closest Coverage Over
    • Closest Coverage Under
    Select
    Guaranteed Amount
     if your benefit plan doesn't mix multipliers and coverage amounts.
    If your benefit plan mixes multipliers and coverage amounts, determine if the guaranteed issue should be the closest coverage value over or under the
    Guaranteed Issue Amount
    . Example: your benefit plan offers 70,000 – 80,000 - 90,000 – 100,000 – 110,000 – 120,000 with a Guaranteed Issue of 3x Salary. An employee has a salary of 35,000 USD and elects 120,000 USD during enrollment. They automatically have 110,000 USD while pending EOI if you define the guaranteed issue to be the
    Closest Coverage Over
    . If you define the guaranteed issue to be the
    Closest Coverage Under
    , they automatically have 100,000 USD while pending EOI.
    This rule doesn't apply to the
    Maximum Amount Allowed
    . Example: If you define the maximum amount to be 95,000 USD, the newly eligible employee doesn't automatically have 95,000 USD.
    Default Coverage if Pending EOI
    Select the rule that defines the insurance coverage for the worker while EOI is pending.
    Define the automatic coverage if the employee elects over the
    Guaranteed Issue Amount
     with one of these options:
    • Current Coverage Amount
    • Elected Coverage Amount
    • Guaranteed Issue Amount
    If you select:
    • Current Coverage Amount
      , the coverage automatically uses the employee's last approved coverage amount.
    • Elected Coverage Amount
      , the coverage automatically uses the full amount elected during enrollment.
    • Guaranteed Issue Amount
      , the coverage automatically uses the
      Guaranteed Issue Amount
       defined for the enrollment event.
  5. On the
    Levels of Change - Currently Waiving
     and
    Levels of Change - Newly Eligible
     tabs, set up the rules for processing insurance coverage.
    The rules apply when an employee has previously waived coverage or just became eligible for coverage. Examples: A new hire, a new benefit plan, or a staffing change that affects eligibility.
    As you complete this tab, consider:
    Option Description
    Maximum Level Allowed
    Enter the maximum level of insurance coverage that employees can elect during enrollment for this event type.
    Example: Your benefit plan offers 6 levels of coverage (2x, 3x, 4x, 5x, 6x, and 7x salary). If you enter 4 for the
    Maximum Level Allowed
     value, the employee can elect a level of coverage up to 5x their salary.
    Maximum Amount Allowed
    Enter the maximum amount of insurance coverage that employees can elect.
    Example: If you enter 450,000 and the benefit plan allows up to 600,000, during enrollment the employee can only elect up to 450,000 for this event type. Make sure that there's a coverage option for this amount, otherwise the employee can't select 450,000.
    Include All Benefit Plans in Coverage Type for EOI
    Select to use the combined total election for all benefit plans in a coverage type to determine when to require EOI.
    If selected, you must select it on all of the
    Levels of Change
     tabs.
    Don't select auto-enrolled insurance plans.
    Guaranteed Levels Without EOI
    Enter the maximum number of levels that employees can elect without requiring EOI. Used when you have a guaranteed issue level that changes by event type.
    Guaranteed Issue Amount
    Enter the amount of insurance coverage that employees receive. Used when you have a guaranteed issue level that changes by event type.
    Enter this amount on all 3
    Levels of Change
     tabs.
    Guaranteed Issue Multiplier
    Enter the salary multiplier used to calculate the amount of insurance coverage that employees receive.
    Define salary in the
    Salary Source
     field on the
    Create Insurance Coverage
     task.
    Workday determines the salary definition for the salary multiplier from the insurance coverage. Example: You have an increment of salary plan (10,000 USD through 500,000 USD in multiples of 10,000). The employee can elect up to 4x salary without triggering EOI. Workday evaluates the insurance coverage amount to determine how to calculate the employee's salary.
    Set Guaranteed Issue Rule
    Select the rule that defines how to apply the guaranteed issue amount or multiplier when the value doesn't match the defined coverage levels.
    Default Coverage if Pending EOI
    Select the rule that defines the insurance coverage for the worker while EOI is pending.
  6. On the
    Coverage Rules
     tab, you can restrict the benefit plan and coverage target changes that employees can make during an enrollment event.
    Example: You can enable employees to add new dependents following a birth. However, you can prevent them from changing their medical plan or adding dependents other than the new child.
    You can define these restrictions as broadly or narrowly as you want, depending on your business requirements. Example: Apply the same restrictions to all members of a benefit group, regardless of the event and coverage type. Or, define restrictions that vary by event and coverage type.
    As you complete this tab, consider:
    Option Description
    Allowed Benefit Plan Changes
    • Can Select Any Plan:
       Select any plan included in the specified benefit coverage types, including the option to waive.
      Workday can create a benefit event for a job change that doesn't qualify for selecting benefits. You might need to change this selection to a more restrictive choice if that occurs.
    • Current Plan Only:
       Change only the details of the benefit plans that have currently enrolled workers. Doesn't include the option to waive. Can add or remove dependents.
    • Current Plan or Option to Decrease:
       (Only Spending or HSA) Decrease contributions or keep at the current level. Doesn't allow increases.
    • Current Plan or Option to Increase:
       (Only Spending or HSA) Increase contributions or keep at the current level. Doesn't allow decreases.
    • Current Plan or Option to Waive:
       Change only the details of the benefit plans that have currently enrolled workers, including the option to waive. Can add or remove dependents.
    • Only on Eligibility Change:
       Change only if eligible for a new benefit plan or lost eligibility for a previously elected benefit plan.
    • No Changes Allowed
    Allowed Dependent Changes
    • Additional Dependents Allowed:
       Add or remove new dependents to the selected coverage types.
      Example: You can give newly married employees the option to add their spouse to their benefit plan.
    • Continue with Current Dependents:
       Hides the option to waive. Prevents workers from adding or removing dependents.
      Example: For certain staffing changes, enable employees to switch from an HMO to a PPO, but not to change their covered dependents.
    • May Remove Dependents:
       The employee can remove dependents from the selected coverage types. Doesn't allow increases.
      Example: For a life event such as a divorce, you can require employees to remove their spouse from their covered dependents.
    Dependent Types
    Required if you selected
    Additional Dependents Allowed
     or
    May Remove Dependent
     in the
    Allowed Dependent Changes
     field.
    Defaulting Rules
    For
    Health Care
    ,
    Insurance
    ,
    Additional Benefits
    , and
    Retirement Savings
     plans only.
    Select the rule that Workday uses to populate default benefit plans and elections into an employee's enrollment pages. In addition, Workday automatically applies the default plans selected by these rules to employees that fail to submit their benefit elections. Available options are:
    • Default to Current Elections, Priority Coverage or Waive
      .
    • Default to Current Elections or Waive
      .
    • Default to Current Provider/Classification or Waive
      .
    • Default to Priority Coverage or Waive
      .
    • Default to Waive
      .
    • Reinstate Previous Elections, Priority Coverage or Waive
      .
    • Reinstate Previous Elections or Waive
      .
    Workday attempts to apply each component in the selected option, in the order in which it displays, until one of them passes. If a component fails, Workday evaluates the next one. This process repeats until Workday can apply a component.
    • Default to Current Elections:
       If the employee is eligible for their current elections, then roll those elections forward. If a plan has an annual amount, the annual amount carries forward.
    • Priority Coverage:
       Assign the health care and insurance plans as defined in the
      Maintain Benefit Defaults
       task when, both:
      • The employee has lost eligibility for their current elections.
      • The employee hasn't waived their elections.
    • Default to Current Provider and Classification:
       If an employee and their dependents are eligible for their current plan, then roll the plan forward. If they become eligible for Medicare, move them to an equivalent Medicare plan. If they enrolled in a Medicare plan and lose eligibility, move them to an equivalent plan.
    • Reinstate Previous Elections:
       If the employee is eligible for their previous elections, then reinstate those elections.
    • Waive:
       Set the election to waive.
  • View detailed information for a specific rule using the
    Enrollment Event Rule
     report.
  • Link the event rule to one or more benefit groups using the
    Create Benefit Group
     task.