Companies Workday

Workday

14,894 Total Employees

Year Founded: 2005

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Workday Compensation & Benefits

Updated on November 04, 2025

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at Workday?

Strengths in healthcare, family support, and equity value are accompanied by challenges in compensation transparency, raise cadence, and alignment of rewards with contributions. Together, these dynamics suggest a strong total rewards foundation that can be tempered by uneven pay progression and perceived inequities across teams and locations.

Positive Themes About Workday

Healthcare Strength: Health coverage is described as comprehensive, with medical, dental, vision, mental health support, and the employer covering a large share of costs. Multiple plan choices and convenient access (virtual care and a near-site clinic in some locations) reinforce perceived value.
Parental & Family Support: Family supports include paid bonding leave, pregnancy leave for birth parents, caregiver leave, backup care, and robust family-building benefits. Fertility, adoption, and surrogacy reimbursement plus postpartum resources and milk-shipping are emphasized.
Equity Value & Accessibility: Restricted Stock Units are viewed as a significant component of compensation and frequently appreciated. Feedback suggests equity grants and refreshes meaningfully elevate total rewards.

Considerations About Workday

Unfair & Opaque Compensation: Compensation and promotion handling is described as inconsistent, with concerns about transparency around quotas and disparities across teams, levels, and regions. Pay bands in certain locations are perceived as less competitive than comparable roles elsewhere, contributing to a sense of inequity.
Stagnant Pay & Limited Progression: Annual increases are often characterized as modest and not keeping pace with rising costs. Some indicate that meaningful pay movement relies on promotion, with limited cadence for raises.
Poor or Misaligned Recognition & Rewards: Taking on additional responsibilities is sometimes seen as not leading to commensurate pay or advancement. Feedback suggests recognition and rewards can feel misaligned with contributions in some groups.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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