Workday 2025 R2

  • What’s changing (high level): cleaner role assignment, admin hub, compliance updates, and skills/insights improvements.

    Key actions

    • Review Assign Roles improvements; plan a quick cleanup pass on high-volume roles.

    • Validate address/I-9/E-Verify changes in Preview where applicable.

    • If you use job architecture and skills, review new insights and plan comms for managers.

    Suggested owners: HRIS (primary), Security, HR Operations.

  • What’s changing: mobile edit/approve, clearer schedules during approval, timesheet refinements.

    Key actions

    • Test mobile time entry/approval for managers and employees.

    • Validate Edit & Approve with schedules shown by default.

    • Review project/time-type entry where used and update help text.

    Suggested owners: Time Admin/HRIS, People Managers (UAT), Support.

  • What’s changing: consolidation into Benefits & Pay experiences; assistant/task guidance for employees.

    Key actions

    • Confirm any worklet deprecations and point users to the new entry points.

    • Test withholding/W-2 flows end-to-end in Preview.

    • Update employee knowledge base articles/screenshots.

    Suggested owners: Payroll, HRIS, Comms/Help Content.

  • What’s changing: simpler midnight-crossing requests, schedule-based defaults, automation, and document options.

    Key actions

    • Validate time-off across midnight and default start/end times from schedules.

    • Review any automatic accrual payouts and leave-type copies in a non-Prod tenant.

    • If you generate documents during LOA, test the updated steps.

    Suggested owners: Absence/Time Admin, HRIS.

  • What’s changing: coverage begin-date flexibility aligned to payroll; wellness integrations and insights.

    Key actions

    • Decide whether to adopt the coverage begin-date option aligned to pay periods.

    • If using wellness partners, confirm partner setup and visibility of insights to admins.

    • Refresh benefits articles; consider using the new authoring aids where available.

    Suggested owners: Benefits, Payroll (for alignment), HRIS.

  • What’s changing: manager views/flows, embedded market context, and policy controls.

    Key actions

    • Walk managers through the updated comp review experience (screenshots + short note).

    • Decide where to surface market context in-flow; validate security/visibility.

    • Review policy options (e.g., rehire prior comp visibility) by country.

    Suggested owners: Compensation, HRIS, Comms.

  • What’s changing: faster interviewing/decisions, guided req creation, candidate privacy controls, improved messaging.

    Key actions

    • Validate AI-assisted interviewing and summarize what changes for hiring managers.

    • Pilot guided req creation and talent routing with TA leads.

    • If applicable, configure regional visibility controls for prospects/candidates.

    • Confirm messaging channels (e.g., WhatsApp) and update candidate help text.

    Suggested owners: TA, HRIS, Legal/Privacy (for visibility), Comms.Item description

  • What’s changing: program sequencing/locks, assignment completion BP, acknowledgment lessons, and admin/notification improvements.

    Key actions

    • Update Learning Programs where sequencing/locks help completion.

    • Review Complete Assignment BP and test manager/learner transitions.

    • Add a few acknowledgment lessons for policy rollouts if useful.

    • Refresh notifications using available templates.

    Suggested owners: Learning Admin, HRIS, Compliance.

  • What’s changing: required learning surfaced on plans, ML-suggested connections, and Journeys content.

    Key actions

    • If you own Learning, pull required items into onboarding plans.

    • Add connections and Journeys content where it helps the first 30–60 days.

    • Use the new content container to highlight essentials.

    Suggested owners: HRIS, Onboarding/Talent, Learning.

  • What’s changing: case routing/ownership improvements, summaries, and safer email-to-case.

    Key actions

    • Review case list layouts and ownership edits; adjust saved views.

    • Test email-to-case creation rules and AI summaries for handoffs.

    • Update help center articles with new screenshots/entry points.

    Suggested owners: Help Admin, HRIS, IT Support.

  • What’s changing: authoring and visuals (e.g., waterfall), distribution (schedule live matrix), longer trended worker data, admin hub, and OCFM model options.

    Key actions

    • Update dashboards with new visuals where they clarify trends.

    • Use schedule live matrix for drillable, in-browser results.

    • Extend trended worker analyses to 72 months where helpful.

    • If you use model-based planning/reporting, review the admin hub and OCFM options.

    Suggested owners: Reporting/Analytics, HRIS, Finance Analytics.