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Workday

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Workday

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Workday FAQ

Have questions about working at Workday? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at Workday.

All answers shown come directly from Workday Reviews and are not edited or altered.

58 English questions out of 58

24 April 2020

Does Workday offer massages?

Pros

Good salary and benefits, good culture and values, friendly management, nice and relaxed environment (including free foods and drinks), excellent work/life balance.

Cons

Proprietary technologies used to develop "the" application does not look as a good choice. Implications are in fact multiple, including the risk for developers to loose their skills about not only common programming languages, but also the entire ecosystem related to them. So not just a proprietary language but even the entire ecosystem. Developers cannot resell outside skills acquired.

Advice to Management

When you hire new application developers, make sure they have got a clear idea on what the job will consist. I would still recommend Workday to some friends of mine, but not to all the friends of mine. Skills and expectations play a fundamental role in what you get when hire someone especially for something like the application development.

Good salary and benefits, good culture and values, friendly management, nice and relaxed environment (including free foods and drinks), excellent work/life balance.

24 April 2020

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27 April 2022

Does Workday offer relocation assistance?

Pros

- Good salary and benefits package - Comfortable office space, office building is in a great location + parking is available - Good work/life balance - The work itself it quite interesting - Management is open for suggestions around process changes - Very supportive during COVID times

Cons

- Lately I noticed that hiring process is focusing more on the diversity aspect of candidates, rather than on their qualifications and experience. - It is a very boring place to work for - People are very rude and arrogant - No fully remote work options within support roles - Sometimes, due to the fact that most of the teams are in the US, we end up working evenings - Overall it feels like Workday is slowly drifting away from their initial core values

Good salary and benefits package

27 April 2022

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1 July 2021

Does Workday offer dental insurance?

Pros

- Unlimited PTO, recently expanded parental leave - Good healthcare, vision, and dental benefits.

Cons

- Mandatory "diversity" training is basically pushing a political agenda. If you want to say "mother" instead of "birthing person" like they want you to, that's a conversation with your manager for not being "inclusive". Yikes. - Seasoned people are leaving and management doesn't even try to hold onto them. Ironic, because they were the ones preserving Workday culture. In my first week my manager who had been at the company for 5 years left and I had nothing to do for months as my new manager dealt with the consequences. - Strict no full-remote work policy. Doesn't make any sense either since many teams are distributed and meeting over Zoom anyways.

Advice to Management

Fix Workday culture. Hold onto people who actually embody your culture and not just cave to external pressure.

Good healthcare, vision, and dental benefits.

1 July 2021

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15 December 2021

Does Workday offer parental leave?

Pros

- compensation is good compared to partners - healthcare benefits ($0 per pay check if single and large portion of deductible put on FSA/HSA card every year) - unlimited PTO; haven’t ever “asked” manager to take time off - professional services (consulting) bonuses 20% of base pay based on utilization - no formal performance reviews

Cons

- some projects expect you to be available 24/7 and on call - working with lots of different time zones, can have multiple meetings a week after 5PM - PTO impacts utilization > impacts bonuses; leadership always wants people 100% utilized - pipeline of new work seems to be slowing down, this means you can be on 5-6 clients at one time with a few hours each week for them (but they all think they are #1 priority) - RSUs don’t vest during maternity leave - maternity leave not 100% paid for entire time (portion of it is 70%)

maternity leave not 100% paid for entire time (portion of it is 70%)

15 December 2021

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7 December 2021

Does Workday have a pension plan?

Pros

Swag is good but the environmental is not taken into account. If you like t-shirts, mugs and stickers you will be happy there. Benefits are good, healthcare, pension etc … If you are a white middle aged man your career progression should be a lot easier than anyone else

Cons

Biased organisation where leadership is at 3/4 white male. Whilst Workday is saying they are working towards a more diverse, equitable and inclusive leadership culture, make no mistake, there are very few tangible actions to get there and bias is so deeply engrained that it will take years to shift that culture. Underrepresented groups have never been better labelled. The percentage of underrepresented groups leaders is so small that you could count it on one hand. Workday promised to improve their diversity at leadership level, but still recruit the same profiles again and again. This is a highly political organisation where almost all decisions are taken at the top and cascaded down. This results in late actions on field issues and often a solution not being fit for the original problem we are trying to solve for. This also results in individual contributors not being empowered to make decisions without getting the series of approval they need first (too much trouble for most of us). I believe there is a good intent towards people but at the end of the day you are just an employee number. The off-boarding (after resigning) was terrible and took weeks to respond despite them not doing due diligence to the process.

Advice to Management

Stop celebrating “employee numbers” and start looking at your organisation with intent and purpose. People are not numbers. Diversity, Equity and Inclusion all drive performance and innovation. Looking beyond the numerical value of your shares, which will increase when you are taking this matter seriously, it is just the right thing to do! Empower women in the organisation versus giving them “permission” to sit at the table. You will genuinely be surprised on how much value they can add to the conversation. Change your recruitment process and make it competency based vs. “I like him” feedback based. Lead by example. Enable people to work flexibly and remotely easily without having to gain access to the top leaders of the organisation for approval. Be a leader in the field.

Benefits are good, healthcare, pension etc …

7 December 2021

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58 English questions out of 58

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Company Updates

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443 days ago

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We’re excited to announce that we plan to increase our global workforce by more than 20%. Our Co-CEOs Aneel Bhusri and Chano Fernandez discuss plans to scale and innovate on our path to $10 billion in revenue.
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