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, /PRNewswire/ -- Workday, Inc. (NASDAQ: WDAY), the trusted agentic platform for HR, finance, and IT, today announced that it has priced its underwritten, registered public offering of $2.5 billion aggregate principal amount of senior notes, consisting of $750.0 million aggregate principal amount of 5.700% senior notes due 2029, $500.0 million aggregate principal amount of 6.000% senior notes due 2031, $750.0 million aggregate principal amount of 6.300% senior notes due 2033, and $500.0 million aggregate principal amount of 6.500% senior notes due 2036. The offering is expected to close on October 23, 2026, subject to the satisfaction of customary closing conditions.

Workday intends to use the net proceeds from this offering to redeem, repay, repurchase, or otherwise retire the $1.0 billion in aggregate principal amount of its 3.500% notes due April 1, 2027 at or before their maturity and to use any remaining net proceeds for general corporate purposes.

Morgan Stanley, BofA Securities, Barclays, and Wells Fargo Securities are acting as joint book-running managers of the offering.

This offering is being made under an automatically effective shelf registration statement on Form S-3 previously filed by Workday with the Securities and Exchange Commission (the "SEC") and only by means of a prospectus supplement and accompanying prospectus. Before you invest, you should read the prospectus supplement and accompanying prospectus, as well as other documents Workday has filed or will file with the SEC for more complete information about Workday and this offering. These documents may be obtained for free by searching the SEC online database (EDGAR) on the SEC website at www.sec.gov.

Alternatively, copies of the preliminary prospectus supplement and accompanying prospectus, and, when available, the final prospectus supplement for the offering, may be obtained by contacting: Morgan Stanley & Co. LLC, 180 Varick Street, 2nd Floor, New York, New York 10014, Attention: Prospectus Department or by email at [email protected]; BofA Securities, Inc., 201 North Tryon Street NC1-022-02-25, Charlotte, North Carolina 28255-0001, Attn: Prospectus Department, Toll-free: 1-800-294-1322, Email: [email protected]; Barclays Capital Inc., c/o Broadridge Financial Solutions, 1155 Long Island Avenue, Edgewood, NY 11717 (or by email at [email protected] or telephone at 1-888-603-5847); or Wells Fargo Securities, LLC, 608 2nd Avenue South, Suite 1000, Minneapolis, MN 55402, Attn: WFS Customer Service, Telephone: +1-800-645-375, Email: [email protected].

This press release shall not constitute an offer to sell, or the solicitation of an offer to buy, nor shall there be any sale of the notes in any jurisdiction in which such offer, solicitation or sale would be unlawful prior to registration or qualification under the securities laws of any such jurisdiction.

About Workday

Workday operates at the heart of the enterprise – HR, finance, and IT – where the margin for error is effectively zero. By tightly coupling AI with the context, guardrails, and trusted processes that run the business, Workday goes beyond AI that assists with work to agents that are capable of driving measurable outcomes. More than 11,500 organizations worldwide, including more than 65% of the Fortune 500, trust Workday to deliver. For more information about Workday, visit workday.com.

© 2026 Workday, Inc. All rights reserved. Workday and the Workday logo are trademarks of Workday, Inc. All other brand and product names are trademarks or registered trademarks of their respective holders.

Forward-Looking Statements

This press release contains forward-looking statements within the meaning of the Private Securities Litigation Reform Act of 1995, including, among other things, statements regarding the anticipated terms of the offering, the anticipated closing of the offering, and the expected use of the net proceeds of the offering. Forward-looking statements can be identified by words such as "believe," "may," "will," "estimate," "continue," "anticipate," "intend," "expect," "seek," "plan," and similar expressions. These forward-looking statements are based only on currently available information and our current beliefs, expectations, and assumptions. Because forward-looking statements relate to the future, they are subject to inherent risks, uncertainties, assumptions, and changes in circumstances that are difficult to predict and many of which are outside of our control. If the risks materialize, assumptions prove incorrect, or we experience unexpected changes in circumstances, actual results could differ materially from the results implied by these forward-looking statements, and therefore you should not rely on any forward-looking statements. Risks include, but are not limited to, risks described in our filings with the SEC, including our most recent report on Form 10-Q or Form 10-K and other reports that we have filed and will file with the SEC from time to time, which could cause actual results to vary from expectations. Workday assumes no obligation to, and does not currently intend to, update any such forward-looking statements after the date of this release, except as required by law.

SOURCE Workday, Inc.

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Key Takeaways WDAY launches Workday Decision Intelligence to unify workforce and financial data for faster decisions.The platform helps HR and finance teams analyze costs, risks, margins and forecasts in real time.Scenario analysis, approval workflows and insights from past decisions help improve planning and efficiency.
Workday, Inc. (WDAY - Free Report) has introduced Decision Intelligence, an artificial intelligence (AI)-powered solution that helps HR and finance teams evaluate workforce and financial decisions through a unified platform. The solution aims to reduce reliance on spreadsheets and disconnected systems by providing secure access to real-time enterprise data, helping businesses make faster, more informed decisions.

Workday Decision Intelligence enables users to ask questions in simple language, analyze business performance, compare options and take action securely. HR teams can use it to plan hiring, identify skills gaps and improve employee retention while assessing costs and risks. Finance teams can track revenue changes, profit margins, expenses and forecast variances to make better decisions.

The platform also enables organizations to evaluate business scenarios and route recommendations through established approval processes. By reviewing previous decisions, teams can identify effective strategies and improve future planning. Unity Technologies has reported benefits from using the solution to investigate revenue variances and streamline financial reporting.

With this expansion, Workday reinforces its focus on AI-powered business solutions. By combining workforce and financial data, the company aims to help businesses compare options, improve efficiency and respond faster to changing business needs.

Workday’s PeersFortinet, Inc. (FTNT - Free Report) is incorporating AI into its enterprise security solutions to help businesses monitor networks and respond to potential threats. Its technology combines AI-driven analysis with automated security tools, helping companies to manage risks and protect their digital infrastructure. Fortinet continues to develop intelligent security solutions as businesses face increasingly complex technology challenges.

Snap Inc. (SNAP - Free Report) is leveraging AI to make its digital platforms more engaging and improve advertising performance. The company uses AI to personalize content, enhance augmented reality features and help advertisers reach relevant audiences. These capabilities support Snap’s efforts to improve user engagement and create new opportunities in digital advertising.

Palo Alto Networks, Inc. (PANW - Free Report) is applying AI to simplify enterprise operations and help businesses make better use of their data. Its AI-powered capabilities support workflow automation, data analysis and more efficient business process management. Palo Alto Networks is expanding these solutions to help enterprises reduce manual work and improve productivity.

Published in artificial-intelligence cloud-computing tech-stocks

Insiders Are Selling These 3 Stocks, Should You?Workday NASDAQ: WDAY outlined an AI-focused product, monetization and go-to-market strategy at its 2026 Analyst Day, with executives emphasizing that the company intends to expand beyond traditional subscription software into agent-based, platform and consumption-oriented revenue streams.

Co-founder, CEO and Chair Aneel Bhusri said the company is in a “re-refounding” moment driven by artificial intelligence. He described Workday’s single data model, security model and version of its software as advantages for deploying AI across HR and finance workflows. Bhusri said the company has data related to 80 million employees and 11,500 customers, along with customer agreements allowing it to train models using aggregated and anonymized data.

Get Workday alerts:

From SaaS-pocalypse to Perfect Storm: Workday’s AI Growth Story Strengthens“This is not just another product cycle,” Bhusri said, arguing that AI can move work through business processes but must operate within the controls needed for regulated HR and finance functions. He characterized Workday’s approach as “lawful” AI, built around existing permissions, workflows and business rules, rather than AI systems that operate outside those controls.

AI products and monetization
Workday said it has reduced its agent portfolio from 50 agents to 20, including 17 in production and three more planned. Bhusri said the company is prioritizing agents that can be used at scale across its core HR and finance products rather than niche offerings.

Workday Validates AI Flywheel: Stock Price Recovery BeginsThe company identified five ways to monetize its platform:

AI agents sold through Flex Credits;
APIs for access to Workday capabilities from third-party applications;
Workday Data Cloud for analytics and combining Workday data with other datasets;
Workday Extend AI for custom applications and agents; and
Core application subscriptions.

Chief Financial Officer Zane Rowe said Workday is approaching $600 million in annual recurring revenue from its AI agents and AI portfolio, more than three times the level discussed a year earlier. Three areas—Sana, Extend AI, HiredScore and Paradox—were described as exceeding $100 million in revenue, while Sana is approaching that threshold.

As of the second quarter, Rowe said 300 customers had signed up for Flex Credits, while more than 5,500 customers were using Workday’s organic AI agents. He added that nearly 900 customers purchased at least one agent over the trailing 12 months, generating roughly a 12% uplift from that subset of customers.

Workday expects AI to account for more than half of incremental customer-base annual recurring revenue this year and about 70% of its selling motion next year, Rowe said. The company also maintained its expectation for 11% subscription revenue growth entering fiscal 2028, while noting potential upside from customer adoption of agents and other AI offerings.

Broader market opportunity and identity
Rowe said Workday estimates its total addressable market at $276 billion, including approximately $176 billion across HCM and financial-management markets and a $100 billion opportunity in AI and platform offerings. The company said the estimate excludes potential opportunities in IT service management and identity.

Executives highlighted the company’s announced C1 acquisition as a way to extend Workday into identity governance and security. Bhusri said HR systems are the source of employee identity data, while C1’s task-based identity and permissioning capabilities could help govern both human users and AI agents.

President of Product and Technology Gerrit Kazmaier said AI agents require real-time permissions and controls that traditional identity approaches were not designed to provide. He said Workday expects AI agents eventually to outnumber human identities and views identity governance as a new growth opportunity.

Platform and product updates
Chief Technology Officer Gabe Monroy said Workday’s Agent-Ready Tools and Workday Data Cloud are generally available. The company’s platform is designed to give customers headless access to Workday data and workflows while preserving permissioning and approval processes.

Monroy contrasted that approach with exporting Workday data into external data lakes or custom systems, which he said can separate data from the security rules and business processes that govern it. Workday said its Agent Harness, also generally available, provides a runtime with memory, guardrails, routing and visibility into AI reasoning and context.

Workday is also expanding access for developers. Monroy said developers can now create a free account at developer.workday.com and obtain a developer tenant. Since June, 125 customers have built 500 agents and 6,000 forms-based applications using Workday’s Developer Agent, according to Monroy.

Commercial execution and financial framework
President and Chief Commercial Officer Rob Enslin said Workday is focusing commercial investments on customer expansion, specialized centers of excellence, medium-enterprise customers and international markets. In the medium-enterprise segment, he said net-new deal sizes rose nearly 20% year over year, while Workday GO volume increased more than fivefold in the second quarter from the first quarter.

Enslin said 25% of Workday’s core customer base has adopted one or more AI products, representing $600 million of ARR, compared with just over 10% a year earlier. Workday has also signed 18 companies for its Sana Enterprise Lighthouse program, under which customers will co-innovate with the company and serve as references in exchange for one year of waived licensing.

On profitability, Rowe said Workday continues to target non-GAAP operating margin above 33% and expects stock-based compensation to be about 15% of revenue next year. The company expects free cash flow per share of $13 this year and $15 in fiscal 2028. Workday also said it has $4 billion remaining under an open-ended share repurchase authorization after completing its previously announced $5 billion buyback sooner than expected.

About Workday (NASDAQ:WDAY)Workday, Inc develops cloud-based enterprise software for managing an organization's people, finances and operations. Its platform is primarily used by businesses, government agencies and educational institutions to support human resources, finance, planning, analytics and related administrative processes.

The company's offerings include Workday Human Capital Management, Financial Management, Adaptive Planning, Spend Management, payroll, recruiting, talent management, learning and workforce analytics.

This instant news alert was generated by narrative science technology and financial data from MarketBeat in order to provide readers with the fastest reporting and unbiased coverage. Please send any questions or comments about this story to [email protected].

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New Agents Continuously Handle Routine HR, Finance, and IT Processes in the Background, Allowing Employees to Offload Repetitive Workflows While Remaining Firmly in Control

Workday Agents Follow Each Company's Policies, Permissions, and Approvals So They Can be Trusted to Act, Not Just Answer Questions

, /PRNewswire/ -- Workday Rising 2026 – Workday, Inc. (NASDAQ: WDAY), the trusted agentic platform for HR, finance, and IT, today announced new AI agents that work as autopilots across hiring, payroll, accounting, and compliance. For HR, finance, and IT teams, this means less time chasing work and more time on the decisions only people can make.

A recruiter managing 25 open jobs no longer needs to check each one to see which are running short on candidates. Workday's Talent Acquisition Agent is always checking the queue, finding qualified candidates as soon as the job is posted, and providing information about those candidates and their qualifications for the posted job to recruiters. Early adopter customers can use this autopilot capability starting today.

Workday is bringing the same autopilot capabilities to the Payroll, Accounting, and Deployment Agents customers already use. The Payroll Agent will spot missing pay data before payroll runs. The Accounting Agent will continuously test financial information, instead of waiting for a scramble when auditors ask for records, and the Deployment Agent will flag new capabilities that can improve customer outcomes based on how a company has Workday set up.

Lawful by Design

Letting an agent work in the background only makes sense if a company can trust it. This matters most in the work that cannot afford to be wrong. In payroll, almost right means someone gets paid incorrectly. In the monthly close when the books are finalized, it means the numbers don't add up.

Workday agents are lawful by design. They inherit each company's policies, permissions, and approval rules from day one. Workday agents anticipate what needs attention, advise on the next step with the company's policy already applied, and act within each customer's controls.

Workday's agents will be orchestrated by Sana, Workday's agentic experience and orchestration engine. Sana can pick up what needs to be done, coordinate the right Workday agents behind the scenes, and bring people in when review, approval, or judgment is needed. Employees don't need to know which agent handles what, or even ask where to start. Sana can keep the work moving and shows people where they need to act.

Customers Decide What Agents Do on Their Own

Customers choose which tasks run automatically and how far each agent can go. They decide which actions an agent can take on its own, which need review, and when a person makes the final call. Every action an agent takes is logged, so customers can see what it did, what information it used, and who approved it. They can also set how often agents run, so they can manage both activity and cost as agent use grows.

"Probabilistic AI is great at guessing, but in payroll and finance, a good guess isn't good enough," said Gerrit Kazmaier, president, product and technology, Workday. "Our agents can work in the background because they follow the same policies, permissions, and approvals that already run the business. That's what lets them go beyond making suggestions to anticipate, advise, and act autonomously."

"Until now, AI has worked like a copilot – helpful, but only when you ask it something. That's not enough anymore," said Joel Hellermark, chief AI officer, Workday. "Our agents work like autopilots – they get the work done on their own, and bring people in exactly when their judgment makes the difference."

Talent Acquisition Agent Starts Working Before a Role is Opened

The Talent Acquisition Agent keeps watch across open roles, flags those that are moving forward and those that may be at risk of missing their fill date, and starts assisting with requisitions before a recruiter logs into the system.

When applicants come in, the recruiter gets information about qualified candidates and their qualifications for the posted job as well as potential gaps. If the pipeline is too thin, the agent can notify recruiters in tools they already use, such as Slack, with timely sourcing actions and draft outreach for review. Sourcing runs in the background, but outreach to candidates still requires recruiter approval before anything is sent.

The Talent Acquisition Agent can also coordinate interview scheduling, give interviewers relevant context, and draft feedback for quick review. Recruiter preferences, like interview timing or format, can be saved to the agent's memory, personalizing the experience as the agent learns how each team works best.

The Talent Acquisition Agent works across the tools teams already use, including Workday Recruiting, HiredScore, Paradox, native Workday skills, and connected sourcing providers. The organization decides which actions can run on their own and which still require a person.

Time to fill moves from weeks to days. Recruiters have more capacity to focus on the conversations that move hiring forward.

Payroll Agent Will Catch Problems Before Payroll Runs

Workday agents are already helping payroll teams work faster. The Payroll Agent will go a step further. It will be able to keep checking payroll and catch problems before payroll runs, giving teams one clear view of where payroll stands.

For example, a series of organizational changes mean an audit of retroactive adjustments is critical. The agent can run the audit, flag anything outside of defined parameters, and draft any needed communications to the employees for the payroll team to review.

Accounting Agent Will Help Keep the Books Audit-Ready With Continuous Financial Testing

When a new customer signs a contract, the Accounting Agent can automatically extract key details, prepare accounting entries, recommend revenue recognition and billing schedules, and remind teams as payment deadlines approach. The agent is able to prepare the work, while accounting teams stay responsible for review, judgment, and decisions.

The agent can also help teams stay audit-ready throughout the year. It can test relevant transactions in the background, identifying issues and providing guidance to the audit team, helping to move an audit from a periodic scramble to a proactive control. That means accounting teams have more time for the work that needs judgment and less time chasing paperwork.

Deployment Agent Will Help Customers Adopt New Capabilities from Every Release

Since Workday announced the Deployment Agent last September, nearly 5,000 customers have activated it to simplify how they set up, update, and manage Workday.

Every Workday release brings new capabilities, but adopting them across a large environment takes time and planning. Deployment Agent will analyze how customers are currently using Workday and identify high-impact capabilities they haven't activated yet for their consideration.

For example, when a new release includes a capability that matches a customer's industry or workflow, Deployment Agent will flag it, explain what it does, project the operational impact, create a step-by-step configuration and testing plan, and prepare the setup so teams can review and approve adoption. This will transform how customers respond to every release, helping to  move rollouts from months of planning to weeks of execution. 

Deployment Agent also continues to help with regulatory and compliance changes, flagging when new laws or policies may affect how a company has Workday set up and drafting a plan to address them.

"Agents are moving from singles pickleball – one human and one agent – to an orchestra phase, where the human is the director and agents run in the background, proactively doing the work," Holger Mueller, vice president and principal analyst, Constellation Research. "Workday's agents for talent acquisition, payroll, accounting, and more are built for that shift, working as autopilots while people stay in charge."

Availability

Autopilot capabilities in the Talent Acquisition Agent are available today to early adopter customers with general availability planned for early 2027. Autopilot capabilities for the Payroll, Accounting, and Deployment Agents are planned to be available to early adopter customers in early calendar year 2027.

For More Information

Learn how Workday's Talent Acquisition Agent handles routine hiring tasks automatically, keeping hiring moving 24/7.
Read about how Sana brings the agentic experience to every employee.
Register and attend Workday Rising sessions in the digital program:

Office of the CHRO Keynote: Supercharge Your People with AI that Anticipates, Advises, and Acts [26-KEY4], Oct. 13 at 11:00am PT.
Workday Talent Acquisition: Strategy and Vision [26-PSVHR2659], Oct. 13 at 3:15pm PT.

About Workday

Workday operates at the heart of the enterprise – HR, finance, and IT – where the margin for error is effectively zero. By tightly coupling AI with the context, guardrails, and trusted processes that run the business, Workday goes beyond AI that assists work to agents that are capable of driving measurable outcomes. More than 11,500 organizations worldwide, including more than 65% of the Fortune 500, trust Workday to deliver. For more information about Workday, visit workday.com.

© 2026 Workday, Inc. All rights reserved. Workday and the Workday logo are trademarks of Workday, Inc. All other brand and product names are trademarks or registered trademarks of their respective holders.

Forward-Looking Statements

This press release contains forward-looking statements including, among other things, statements regarding Workday's plans, beliefs, and expectations. These forward-looking statements are based only on currently available information and our current beliefs, expectations, and assumptions. Because forward-looking statements relate to the future, they are subject to inherent risks, uncertainties, assumptions, and changes in circumstances that are difficult to predict and many of which are outside of our control. If the risks materialize, assumptions prove incorrect, or we experience unexpected changes in circumstances, actual results could differ materially from the results implied by these forward-looking statements, and therefore you should not rely on any forward-looking statements. Risks include, but are not limited to, risks described in our filings with the Securities and Exchange Commission ("SEC"), including our most recent report on Form 10-Q or Form 10-K and other reports that we have filed and will file with the SEC from time to time, which could cause actual results to vary from expectations. Workday assumes no obligation to, and does not currently intend to, update any such forward-looking statements after the date of this release, except as required by law.

Any unreleased services, features, or functions referenced in this document, our website, or other press releases or public statements that are not currently available are subject to change at Workday's discretion and may not be delivered as planned or at all. Customers who purchase Workday services should make their purchase decisions based upon services, features, and functions that are currently available.

SOURCE Workday Inc.

Work Intelligence Breaks Jobs Into Tasks to Show Leaders Where AI Can Help, What It Should Augment, and What Has to Stay Human

Work Intelligence Draws on Workday's Deep Understanding of Skills, Already Delivered to More Than 3,450 Customers Through Workday Skills Cloud

, /PRNewswire/ -- Workday Rising 2026 – Workday, Inc. (NASDAQ: WDAY), the trusted agentic platform for HR, finance, and IT, today introduced Work Intelligence, which shows companies how AI is changing the work inside each job and which skills their people will need next. It breaks each job into the tasks people do, connects those tasks to the skills they require, and helps leaders plan how to grow their people as work changes. Work Intelligence draws on Workday's deep understanding of skills, delivered through Workday Skills Cloud, which is now used by more than 3,450 customers and built on an ontology of more than 75,000 canonical skills.

Job titles and org charts don't show leaders how AI will truly change work. AI rarely changes a whole job at once. It changes tasks, and as tasks change, the skills that matter most change, too. Work Intelligence shows leaders and employees where that's happening, who already has the skills that are becoming more important, and what training can help people build the rest.

The 2026 Workday Global Workforce Report found that 76% of heavy AI users expect it to create new career opportunities. As new roles emerge, Work Intelligence can help leaders capture that opportunity, getting more value from the people they already have and planning for the roles ahead.

"The basic building block of work is shifting from the job to the task – and without that view, most companies are left guessing whether to hire, build skills, automate, or redesign roles, with no way to know which guess is right," said Nikki Helmer, vice president, talent management and insights, Workday. "Work Intelligence gives leaders the data to thoughtfully redesign roles, build careers, and help people grow into what's next."

Most companies can see headcount, reporting lines, and job titles, but not the tasks that make up each job. Work Intelligence closes that gap from inside Workday, where companies already keep their people, jobs, and skills data. It is built to be more than a one-time workforce study. Leaders get a view of how work is changing, so they can keep planning as business needs and AI agents evolve.

Creating Better Paths for Employees and Anticipating New Roles Created by AI

AI won't just change existing roles, it will create new ones too. As AI becomes part of everyday work, companies will need new roles focused on designing how people and AI agents work together, measuring AI impact, managing agent performance, or deciding where AI should and should not be used. Work Intelligence helps leaders see those needs earlier, so they can plan for the roles and skills the business will need next.

As jobs change Work Intelligence works seamlessly with Workday Decision Intelligence to give leaders and employees a clear picture of internal readiness. By showing which employees already hold key adjacent skills, Decision Intelligence can help quantify the time and cost advantages of growing those skills internally versus hiring externally, equipping leaders with a data-backed case to invest in their people. Neither tool makes decisions about people – they give leaders a clear picture of how work is changing, and people decide what to do with it.

Then, with Workday Learning powered by Sana, companies can turn those insights into personalized learning paths that help people build the skills they need, recommending upskilling aligned to new opportunities. For example, a financial analyst whose manual reconciliation work is increasingly supported by AI can see the forecasting skills that matter most for their next step – and get a personalized path to build them.

Measuring the Impact of AI on Work

Every company investing in AI eventually needs to answer the same question: "Is it working?"

Work Intelligence lets leaders measure the impact of AI on work. They can see how tasks change, how an employee's time shifts to new work, which skills are growing, and whether employees are moving into new roles and responsibilities.

That gives leaders a clearer way to connect AI investment to business value. Instead of relying on assumptions or one-time studies, they can use Work Intelligence to keep planning as work, roles, skills, and AI agents continue to evolve.

Availability

Work Intelligence is now available to early access Workday Human Capital Management (HCM) customers.

For More Information

Read more about how Workday Decision Intelligence helps HR and finance teams ask, decide, and act on trusted workforce and financial data.
Learn how Workday's Autopilot Agents get real work done across HR, Finance, and IT.
Register and attend Workday Rising sessions in the digital program:

Office of the CHRO Keynote: Supercharge Your People with AI that Anticipates, Advises, and Acts [26-KEY4], Oct. 13 at 11:00am PT.
Workday Talent Development: Strategy and Vision [26-PSVHR2644], Oct. 13 at 4:30pm PT.

About Workday

Workday operates at the heart of the enterprise – HR, finance, and IT – where the margin for error is effectively zero. By tightly coupling AI with the context, guardrails, and trusted processes that run the business, Workday goes beyond AI that assists work to agents that are capable of driving measurable outcomes. More than 11,500 organizations worldwide, including more than 65% of the Fortune 500, trust Workday to deliver. For more information about Workday, visit workday.com.

© 2026 Workday, Inc. All rights reserved. Workday and the Workday logo are trademarks of Workday, Inc. All other brand and product names are trademarks or registered trademarks of their respective holders.

Forward-Looking Statements

This press release contains forward-looking statements including, among other things, statements regarding Workday's plans, beliefs, and expectations. These forward-looking statements are based only on currently available information and our current beliefs, expectations, and assumptions. Because forward-looking statements relate to the future, they are subject to inherent risks, uncertainties, assumptions, and changes in circumstances that are difficult to predict and many of which are outside of our control. If the risks materialize, assumptions prove incorrect, or we experience unexpected changes in circumstances, actual results could differ materially from the results implied by these forward-looking statements, and therefore you should not rely on any forward-looking statements. Risks include, but are not limited to, risks described in our filings with the Securities and Exchange Commission ("SEC"), including our most recent report on Form 10-Q or Form 10-K and other reports that we have filed and will file with the SEC from time to time, which could cause actual results to vary from expectations. Workday assumes no obligation to, and does not currently intend to, update any such forward-looking statements after the date of this release, except as required by law.

Any unreleased services, features, or functions referenced in this document, our website, or other press releases or public statements that are not currently available are subject to change at Workday's discretion and may not be delivered as planned or at all. Customers who purchase Workday services should make their purchase decisions based upon services, features, and functions that are currently available.

SOURCE Workday Inc.

From Everyday Requests to Complex, Multi-Step Work Across HR, Finance, and IT, Employees Can Prompt Sana in Natural Language and Workday's Lawful Agents Do the Rest

Sana Concierge Resolves Employee HR and IT Requests Before They Become Tickets 

, /PRNewswire/ -- Workday Rising 2026 – Workday, Inc. (NASDAQ: WDAY), the trusted agentic platform for HR, finance, and IT, today announced that Sana is the new Workday Home, an agentic experience that brings tasks, decisions, meetings, and agent activity into one place, helping employees move directly from what needs attention to getting it done. Employees simply ask for what they need in natural language, and Sana orchestrates Workday agents to complete the work. Workday also introduced Sana Concierge, a new HR and IT service agent that resolves employee requests – from onboarding and leave to password resets – before they become tickets.

Most AI co-pilots at work can answer questions, but Sana can take action, from approving an expense, to processing a leave request, or resetting a password. What makes this possible is the combination of Workday's unique context – a company's people, pay, policies, permissions, and business processes – with the guardrails built into Workday's trusted agent platform. Every action follows a company's existing rules, with people brought in when judgment or approval is required.

"AI is the new UI," said Joel Hellermark, chief AI officer, Workday. "Users shouldn't have to decide which agent to use, just as they shouldn't have to click between dozens of different systems. With Sana at the heart of Workday, we're giving our customers an agentic experience that opens up a whole new way to work."

A Simpler, More Personalized Way to Get Work Done

Each employee's Home experience is personalized around their role, schedule, permissions, and work. When employees open the new Workday Home, they can immediately see the tasks and decisions that need their attention, understand why they matter, and take action from the same experience.

Sana also adapts the interface to the task instead of presenting the same static screen for every request. Powered by Jev, a cutting-edge new intelligence model from TypeSafe AI, the experience comes alive in a way that is dynamic and prevents unnecessary clicks. With Jev, Sana can generate forms, calendars, approval cards, visualizations, and other interactive experiences in real time. An employee checking their next paycheck sees the amount and date immediately. If they need to schedule a meeting or request time off, Sana presents the right interface – a live calendar or date picker – and completes the task once the employee confirms.

The same Sana experience supports work that unfolds over days or weeks. A manager preparing a performance review, a finance team closing the quarter, or an HR leader building a workforce plan can see the relevant information, agent activity, outstanding tasks, and approvals in one persistent view. Sana keeps track of the work as it moves between people, agents, and systems, so teams can pick up where they left off instead of starting over.

Sana Concierge: One Place for Every HR and IT Request

Earlier this year, Workday announced new self-service capabilities and Sana for IT Service Management. Sana Concierge will bring those capabilities together with Workday Help and Case Agent in one AI-native employee-service experience spanning HR and IT. It can resolve requests such as onboarding, offboarding, leave and payroll questions, password resets, and application access – without employees needing to know where to file a ticket or who to contact.

For example, an employee planning parental leave might otherwise need to find the right policy, check their time-off balance, contact payroll, and coordinate coverage with their manager. With Sana Concierge, they can simply ask: "I'm expecting a baby in November. How much time do I get, how will my pay work, and what do I need to do next?" Concierge can find the relevant policy, bring in the employee's Workday information, guide them through the required steps, and coordinate the appropriate approvals across HR, payroll, and their manager.

Most employee-service systems create a ticket and send it to a person. Sana Concierge is designed to resolve requests itself by applying the relevant policies and permissions and taking authorized action across Workday and connected systems. When human judgment is needed, the specialist receives the case history, supporting information, and recommended next steps, while the employee gets one place to complete the journey. Sana also gets smarter with every resolved request, proactively recommending new articles and automations that, once approved, help resolve future requests automatically.

AI Built on Workday's Guardrails and Trusted Processes

In HR and finance, almost right isn't good enough. Sana combines AI reasoning with Workday's deterministic business processes, which are designed to deliver consistent, auditable outcomes. Sana coordinates Workday agents that operate within each organization's policies, permissions, and approval processes, whether Workday, a customer, or a partner built them.

"Workday's bet with Sana is that HR and finance leaders won't settle for AI that answers questions – they need AI that finishes the work, within the guardrails their organization has already set," said Stacia Garr, co-founder, Red Thread Research. "That's the right bet, and Workday is positioned to execute on it in a way that is safe, secure, and effective for organizations."

Availability

The new Workday Home experience is available now, with more capabilities and support coming soon. Sana Concierge is currently available to early adopter customers and is expected to be generally available in the first calendar quarter 2027. Business administrators can choose when to enable the experience for their organizations, including whether to make it the default experience.

For More Information

Read about how Sana brings the agentic experience to every employee. Learn how Workday's Autopilot Agents get real work done across HR, Finance, and IT. Register and attend Workday Rising sessions in the digital program: Innovation Keynote [26-KEY2], Oct. 13 at 8:45am PT. AI: Strategy & Vision [26-PSVIT2745], Oct. 13 at 3:15pm PT. About Workday

Workday operates at the heart of the enterprise – HR, finance, and IT – where the margin for error is effectively zero. By tightly coupling AI with the context, guardrails, and trusted processes that run the business, Workday goes beyond AI that assists with work to agents that are capable of driving measurable outcomes. More than 11,500 organizations worldwide, including more than 65% of the Fortune 500, trust Workday to deliver. For more information about Workday, visit workday.com.

© 2026 Workday, Inc. All rights reserved. Workday and the Workday logo are registered trademarks of Workday, Inc. All other brand and product names are trademarks or registered trademarks of their respective holders.

Forward-Looking Statements

This press release contains forward-looking statements including, among other things, statements regarding Workday's plans, beliefs, and expectations. These forward-looking statements are based only on currently available information and our current beliefs, expectations, and assumptions. Because forward-looking statements relate to the future, they are subject to inherent risks, uncertainties, assumptions, and changes in circumstances that are difficult to predict and many of which are outside of our control. If the risks materialize, assumptions prove incorrect, or we experience unexpected changes in circumstances, actual results could differ materially from the results implied by these forward-looking statements, and therefore you should not rely on any forward-looking statements. Risks include, but are not limited to, risks described in our filings with the Securities and Exchange Commission ("SEC"), including our most recent report on Form 10-Q or Form 10-K and other reports that we have filed and will file with the SEC from time to time, which could cause actual results to vary from expectations. Workday assumes no obligation to, and does not currently intend to, update any such forward-looking statements after the date of this release, except as required by law.

Any unreleased services, features, or functions referenced in this document, our website, or other press releases or public statements that are not currently available are subject to change at Workday's discretion and may not be delivered as planned or at all. Customers who purchase Workday services should make their purchase decisions based upon services, features, and functions that are currently available.

SOURCE Workday Inc.

, /PRNewswire/ -- Workday, Inc. (NASDAQ: WDAY), the agentic platform for HR, finance, and IT, today announced it was named as a Market Shaper in the inaugural Gartner Emerging Market Quadrant (eMQ) for AI Agents in Human Resources.

With Workday agents, organizations can speed up frontline hiring, cut case volumes, and resolve payroll issues in minutes instead of weeks, freeing HR teams to focus on strategic work, giving managers more time back to lead their teams, and lifting productivity across the workforce.

Workday agents are designed to anticipate what needs attention, advise on the best next step, and act to get work done, all within the policies, permissions, and business processes organizations already rely on. In HR, that means support across the full employee lifecycle, helping move candidates through hiring, answering employee questions, and finding missing payroll information before it creates a problem. These agents work together behind the scenes so employees and HR teams always have one simple place to ask for help. The results are fewer routine questions landing in HR's support queue, more time for managers to spend managing their people instead of paperwork, and a measurable productivity lift across the entire workforce.

"In HR, the margin for error is effectively zero," said Max Wessel, senior vice president of product at Workday. "That's why Workday agents are built to anticipate what needs attention, recommend the right action, and act — across hiring, payroll, and talent — within the customer's policies and approvals HR teams already rely on."

Automation Inside the Guardrails Organizations Already Trust

Workday's agents are lawful by design. They inherit the same policies, permissions, and approval chains already governing recruiting, payroll, and talent processes, so they can anticipate what needs attention, recommend the right action, and act within those guardrails, with a human always in the loop. This is Workday's broader vision for agentic HR: connecting every stage of the employee lifecycle, from hiring to development to retirement, into a single AI-powered system built for trust, transparency, and scale. By automating routine and repetitive work, Workday agents give HR teams back the time to focus on strategic priorities, like talent strategy and workforce planning, rather than case management.

Delivering Measurable Customer Outcomes

These results show that agentic HR isn't only about speed — it's about giving HR teams the accuracy and trust to act with confidence. With Workday agents for HR, customers have been able to:

Automate 95% of frontline hiring, cutting time-to-hire by 70%, giving store managers significant time back each year to use towards operations. Surface relevant internal hiring leads to recruiters, resulting in a 15% increase in internal hires. Resolve complex payroll questions in under a minute — work that used to take far longer. For More Information

Read a complimentary copy of the Gartner report on the Workday website. Read more about Workday's vision for agentic HR. Gartner Disclaimer

Gartner Report, Emerging Market Quadrant for AI Agents in Human Resources — Established Vendors, By y Ranadip Chandra, Eser Rizaoglu, September 2026.

Gartner is a trademark of Gartner, Inc. and/or its affiliates.

Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner's research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

About Workday
Workday operates at the heart of the enterprise – HR, finance, and IT – where the margin for error is effectively zero. By tightly coupling AI with the context, guardrails, and trusted processes that run the business, Workday goes beyond AI that assists work to agents that are capable of driving measurable outcomes. More than 11,500 organizations worldwide, including more than 65% of the Fortune 500, trust Workday to deliver. For more information about Workday, visit workday.com.

© 2026 Workday, Inc. All rights reserved. Workday and the Workday logo are trademarks of Workday, Inc. All other brand and product names are trademarks or registered trademarks of their respective holders.

Forward-Looking Statements
This press release contains forward-looking statements including, among other things, statements regarding Workday's plans, beliefs, and expectations. These forward-looking statements are based only on currently available information and our current beliefs, expectations, and assumptions. Because forward-looking statements relate to the future, they are subject to inherent risks, uncertainties, assumptions, and changes in circumstances that are difficult to predict and many of which are outside of our control. If the risks materialize, assumptions prove incorrect, or we experience unexpected changes in circumstances, actual results could differ materially from the results implied by these forward-looking statements, and therefore you should not rely on any forward-looking statements. Risks include, but are not limited to, risks described in our filings with the Securities and Exchange Commission ("SEC"), including our most recent report on Form 10-Q or Form 10-K and other reports that we have filed and will file with the SEC from time to time, which could cause actual results to vary from expectations. Workday assumes no obligation to, and does not currently intend to, update any such forward-looking statements after the date of this release, except as required by law.

Any unreleased services, features, or functions referenced in this document, our website, or other press releases or public statements that are not currently available are subject to change at Workday's discretion and may not be delivered as planned or at all. Customers who purchase Workday services should make their purchase decisions based upon services, features, and functions that are currently available.

SOURCE Workday Inc.

Demand for Basic AI Skills Fell 25% This Year as Companies Look for People Who Can Build With AI, Not Just Prompt It

Meanwhile, the Usual Ways People Grow at Work, Like Promotions and Moves to New Internal Roles, Are Stalling

, /PRNewswire/ -- Workday, Inc. (NASDAQ: WDAY), the enterprise AI platform for HR, finance, and IT, today released its October 2026 Global Workforce Report, revealing most business leaders do not expect artificial intelligence to shrink their workforce. Instead, they expect it to change the jobs people already have, but many workers say they aren't getting the help they need to keep up.

The report found that 40% of business leaders expect AI to help them get more out of the employees they already have, while just 28% expect it to reduce headcount. At the same time, the usual ways people grow at work are stalling. Moves to new roles inside the same company fell at 57% of employers, promotions stayed flat, and nearly 4 in 10 employees said their company went through a reorganization or restructuring in the past year.

"Employees may not be changing jobs, but their jobs are changing around them," said Phil Willburn, vice president, people systems, intelligence & support, Workday. "Leaders need to be honest about what's different and give people a way to keep up."

Basic AI Skills Are Already Losing Value

The clearest sign of how fast things are moving shows up in job postings. Analyzing skills data on job requisitions across over 550 employers using Workday Recruiting, demand for basic AI skills, like simple prompting, rose through late 2025, peaked in January 2026, and then fell 25% over the following months. Meanwhile, demand for hands-on skills like building AI tools, automating workflows, and AI engineering rose steadily, climbing 51% between September 2025 and July 2026. Companies have moved on from wanting people who can just use AI to wanting people who can build with it.

Workers are trying to keep pace. In a September 2026 survey of 6,000 full-time employees, 79% of workers said they know what skills they need to succeed, but only 66% said their employer actually helps them develop those skills — a 13-point gap between what employees know they need and the support they're getting. Confidence is high, with 65% saying they're confident they can learn new skills if asked to. In Workday's August AI@Work Pulse survey of 5,944 workers, 62% of those who use AI for nearly all their work said they think it will make their current skills less valuable. Still, more than three-quarters (76%) of those heavy AI users said they expect it to open up new career opportunities.

Making matters harder, job requisition data from companies using Workday Recruiting show companies asking for less of the very skills that would help workers through this shift: mentions of management and leadership skills fell 7% and training skills fell 13% between Sept. 2025 and July 2026.

Fewer Ways Up Inside, More Competition Outside

Moving to a new role inside the same company is getting harder. Internal moves fell at 57% of employers year over year, and promotion rates worldwide stayed essentially flat. According to the global survey, employees trying to move internally most often pointed to hiring being paused for the role, managers who didn't support the move, and selection processes that didn't feel fair. About half of employees didn't even try to move internally last year, and of those, 27% said they simply didn't see an attractive opportunity inside their company.

That's pushing people to look outside instead, and they're not looking alone: 84% of job seekers said they used AI during their search, according to Workday's AI@Work Pulse survey. The median number of applicants for each job that gets filled climbed to 69, up from 58 a year earlier, a possible consequence of AI making it easier for people to apply to more jobs at once. But that extra volume didn't slow hiring down either. The time it takes to fill a role held steady at about 60 days, because more applications don't necessarily mean more qualified candidates. Competition is especially fierce in two industries: the number of applicants per job that gets filled rose 27% year over year in financial services and 40% in technology and media. More than half of applicants in each sector, 53% and 57% respectively, said AI increased how many roles they applied to. More applications aren't translating into faster hiring. Employers said roles mostly stay open because candidates lack the right skills or because pay, location, or flexibility don't line up with what people want.

"The question isn't just whether someone has done the exact job before," Willburn said. "It's whether they can learn fast enough to solve the next problem."

Employees Are Staying, But They're Less Likely to Recommend Their Employer

Because switching companies feels riskier in a slow labor market, employees are staying where they are. Voluntary turnover sits at roughly 16% a year, and about 70% of employees are still with the same company two years later. But Workday's data suggests staying isn't the same as being happy.

Across every industry analyzed, employees who plan to stay are less likely to recommend their employer to others, a gap that reaches 11 points in the public sector. A lot of people plan to stay in their jobs, but fewer of them would tell a friend to come work there. That's a sign of caution, not commitment. Many workers appear to be sticking with the uncertainty they already know rather than risk something new.

"There's a lot of quiet unease in the workplace right now," Willburn said. "Staying isn't the same as buying in, and companies that treat it that way will pay for it in productivity."

About the Report

This report draws on several sources. Figures on internal moves, promotions, turnover and retention come from de-identified workforce data inside companies that use Workday's HR software, limited to active customers with at least 250 employees and matched year-over-year. Figures on what leaders expect from AI, and on employees' confidence and support in learning new skills, come from a global survey of 6,001 employees and business leaders, including about 1,780 decision-makers. Figures on how workers use AI in their jobs and job searches come from a separate Workday survey of 5,944 workers (AI@Work Pulse). Figures on skills demand in job postings are based on the de-identified skills data across roughly 550 enterprise employers using Workday Recruiting from September 2025 through July 2026. For more details, read the full methodology at the end of the report.

For More Information

Read the full October 2026 Global Workforce Report. Get an economic analysis of the data. Discover five key takeaways from the research. Learn more about the immense transformation happening inside companies. About Workday

Workday operates at the heart of the enterprise – HR, finance, and IT – where the margin for error is effectively zero. By tightly coupling AI with the context, guardrails, and trusted processes that run the business, Workday goes beyond AI that assists with work to agents that are capable of driving measurable outcomes. More than 11,500 organizations worldwide, including more than 65% of the Fortune 500, trust Workday to deliver. For more information about Workday, visit workday.com.

© 2026 Workday, Inc. All rights reserved. Workday and the Workday logo are trademarks of Workday, Inc. All other brand and product names are trademarks or registered trademarks of their respective holders.

Forward-Looking Statements

This press release contains forward-looking statements including, among other things, statements regarding Workday's plans, beliefs, and expectations. These forward-looking statements are based only on currently available information and our current beliefs, expectations, and assumptions. Because forward-looking statements relate to the future, they are subject to inherent risks, uncertainties, assumptions, and changes in circumstances that are difficult to predict and many of which are outside of our control. If the risks materialize, assumptions prove incorrect, or we experience unexpected changes in circumstances, actual results could differ materially from the results implied by these forward-looking statements, and therefore you should not rely on any forward-looking statements. Risks include, but are not limited to, risks described in our filings with the Securities and Exchange Commission ("SEC"), including our most recent report on Form 10-Q or Form 10-K and other reports that we have filed and will file with the SEC from time to time, which could cause actual results to vary from expectations. Workday assumes no obligation to, and does not currently intend to, update any such forward-looking statements after the date of this release, except as required by law.

Any unreleased services, features, or functions referenced in this document, our website, or other press releases or public statements that are not currently available are subject to change at Workday's discretion and may not be delivered as planned or at all. Customers who purchase Workday services should make their purchase decisions based upon services, features, and functions that are currently available.

SOURCE Workday Inc.

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Aneel Bhusri took over as CEO in February. Fortune Workday is conducting layoffs for the second time this year, this time affecting around 500 workers. It also trimmed its fiscal third-quarter earnings forecast.

The software-as-a-service giant said in a securities filing Tuesday that it's cutting approximately 2.5% of its workforce, mainly within its product and technology team, to "better align team structures with Workday's strategic growth priorities."

The company, which had over 21,000 employees at the end of January, said it plans to continue hiring in strategic areas and locations throughout fiscal 2027.

Workday shares are down about 12% year to date.

The company previously laid off about 400 employees in February, and about a week later, its then-CEO, Carl Eschenbach, left his post. He was succeeded by Workday cofounder and executive chair Aneel Bhusri, who had held the top job three times before.

In both layoff announcements, Workday didn't cite AI as a catalyst, though the technology soured investors' appetite for the company and other enterprise software vendors earlier this year. That is when the so-called SaaSpocalypse erased hundreds of billions of dollars from their market values over concerns that AI could make it cheaper for businesses to build software rather than buy it.

Bhusri has nonetheless remained bullish on his company's prospects. "Last quarter, I told you I hadn't met a single customer looking to replace Workday with something they're building internally or buying from a startup. One quarter later, that hasn't changed," he said on an earnings call with analysts in August.

Workday also said on Tuesday that restructuring charges stemming from the latest round of layoffs will reduce its fiscal 2027 third-quarter and full-year operating margins.

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Sarah E. Needleman You're currently following this author! Click to unsubscribe from email alerts.

Sarah E. Needleman covers leadership and the workplace for Business Insider.Previously, she was a reporter for The Wall Street Journal for more than two decades, covering technology companies, entrepreneurship, and recruiting.In 2022, Sarah received an honorable mention with WSJ colleagues for their coverage of workplace misconduct at Activision Blizzard from the Society for Advancing Business Editing and Writing.Sarah graduated from Rutgers University in 1997 with a bachelor's degree in journalism. She lives with her husband, daughter, and fur child (an Australian labradoodle) in northern New Jersey.

Careers Layoffs

Key Takeaways Workday shares gained 49.7% in three months as Q2 revenues rose 12.8% and non-GAAP EPS climbed 24.4%.AI products topped $100M in new ACV, while agentic AI ARR neared $600M after rising more than 200%.Workday raised fiscal 2027 non-GAAP margin guidance to 31%, as backlog and 97% retention support visibility. Workday, Inc. (WDAY - Free Report) shares have gained 49.7% in the past three months, sharply outpacing the broader market. The move puts the durability of the advance in focus as investors weigh stronger operating results against the speed of the recent share-price move.

Subscription growth, rising AI monetization and expanding margins provide fundamental support. Valuation, competitive pressure, longer sales cycles and implementation complexity remain important checks on how much of that operating improvement can translate into further upside.

Workday's 49.7% Rally Meets Stronger Q2 ResultsIn the second quarter of fiscal 2027, revenues increased 12.8% year over year to $2.65 billion. Non-GAAP earnings rose 24.4% to $2.75 per share. Both topped the Zacks Consensus Estimate, which called for revenues of $2.63 billion and earnings of $2.62 per share.

Subscription services generated $2.47 billion, up 13.9%, and represented about 93% of total revenues. That mix gives Workday a recurring-revenue base alongside the recent share-price advance.

WDAY's AI Adoption Is Turning Into Contract ValueAI products generated more than $100 million of new annual contract value in the quarter and accounted for more than 25% of total new ACV. Agentic AI annual recurring revenues approached $600 million, rising more than 200% year over year and 20% sequentially.

More than 5,500 customers were using at least one organic Workday agent, up more than 35% from the prior quarter. More than half of net new wins included one or more AI solutions, and more than 200 customers had signed up for Flex Credits.

Workday's Backlog and Retention Support VisibilityTwelve-month subscription revenue backlog increased 14.2% to $9.03 billion, while total subscription backlog rose 8% to $27.4 billion. Those contracted commitments add visibility to Workday's recurring subscription model.

Gross revenue retention held near 97%. Expansion among existing customers drove roughly 60% of subscription revenue growth, while the remaining 40% came from customers added after the start of the comparable prior-year period.

WDAY's Margin Gains Add Weight to the RallyNon-GAAP operating margin expanded to 31.1% from 29%, with non-GAAP operating income rising 21% to $824 million. Workday attributed the improvement to revenue growth outpacing headcount growth and moderated operating expenses.

Management raised fiscal 2027 non-GAAP operating margin guidance to 31% and expects at least two additional percentage points of expansion in fiscal 2028. The targets matter because total costs and expenses still increased 11% in the July quarter.

Workday's Valuation Tests How Much Upside Is LeftWorkday's forward 12-month price-to-sales ratio is 4.17, slightly above the sub-industry's 4.07 but below its five-year median of 6.73.

Image Source: Zacks Investment Research

Oracle Corporation (ORCL - Free Report) is a peer in human capital management (HCM), keeping competitive pressure on similar enterprise workflows. SAP SE (SAP - Free Report) is another HCM peer, adding to pricing and product competition. Longer sales cycles and complex implementations can also constrain growth and valuation support over time.

WDAY's Mixed Style Scores Temper the Momentum CaseThe near-term setup looks balanced. Operating momentum is improving, but competition, execution and valuation still matter when assessing whether the rally can extend.

WDAY carries a Zacks Rank #3 (Hold), which points to a middle-of-the-road short-term setup rather than a top-rated signal. Its Growth Score of A is favorable, but the Value Score of D and Momentum Score of F are weak. The VGM Score of C leaves the combined style profile mixed. You can see the complete list of today’s Zacks #1 Rank (Strong Buy) stocks here.

Silver Lake wants Workday, but Workday just fired back with $4 billion and a packed calendar of public commitments. Jim Cramer says the company is fighting its own takeover, and the five-year chart reveals what investors are actually betting on.

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Workday (NASDAQ:WDAY | WDAY Price Prediction) stock still carries a takeover premium from reported Silver Lake acquisition talks, and the company’s own recent moves read like a business arguing it doesn’t need a buyer. Workday authorized a $4 billion open-ended repurchase on August 27, scheduled its annual financial analyst day for October 13, and issued a release claiming it now signs a new state or local government customer nearly every week. All three landed inside two weeks of the deal chatter.

Mad Money host Jim Cramer flagged the tension on air, first the night the Silver Lake report hit and Workday stock jumped 18%, and again in late August after the buyback disclosure. Cramer’s read, paraphrased, is that Workday is fighting a takeover with capital return, and the split between the deal premium and the underlying trajectory is what investors have to price right now.

The scoreboard tells that story starkly. Workday stock is up 24% over the past month, down 13% over one year, and down 26% over five years. Today, Workday stock is up 0.7% to $199.77 midday.

For context, over the past year, Salesforce (NYSE:CRM) stock is up 1.33% and ServiceNow (NYSE:NOW) stock is down 25%, while the iShares Expanded Tech-Software Sector ETF (CBOE:IGV) is down 4%. As for WDAY stock, anyone who bought the takeover pop owns a business worth less than a year ago and considerably less than five years ago, while betting on a transaction the company’s own conduct is arguing against.

Cramer’s Read on the Buyback The new authorization sits on top of a previously announced $5 billion program that Workday completed six months ahead of its target. Management framed buybacks as a permanent part of capital allocation and reported $1.3 billion of repurchases during the quarter alone. Stacking a $4 billion open-ended authorization on top of a program it just retired early is the move of a company positioning to stay independent, not one negotiating its own sale.

The analyst day compounds that signal. Booking a full day of forward strategy discussion signals management expects to be running the business publicly on that date, and the buyback size gives capital-return support to holders who stay independent alongside the company. TD Cowen raised its price target on Workday stock to $220 while maintaining a Hold rating, a combination that itself communicates how far the standalone story stretches.

What the Government Book Really Buys Workday’s public-sector release names concrete wins. New customers include the State of Delaware, the Commonwealth of Massachusetts, New Jersey Transit Authority, Bexar County, the New York State Unified Court System, and the Utah Transit Authority. Recent go-lives include the City of Akron, the State of Georgia, the City of San Mateo, and Sandy City.

Workday says more than 100 state and local government entities have selected the platform in the past two years, and the Georgia deployment covers more than 200 agencies and over 70,000 employees in roughly 30 months. Government contracts are durable and slow, which is a real strength and the reason they won’t reprice a stock quickly. The book strengthens the standalone case without moving the near-term tape, and it also frames what a private-equity owner would inherit if a deal did close.

Standalone Verdict The five-year return is the hardest fact for the standalone case to answer. A window that long isolates execution rather than sentiment, and Workday stock down 27% over five years says the platform hasn’t converted its scale into shareholder returns without help from a deal narrative. The buyback supports the share count, and growth still has to come from the platform itself.

At current levels, the WDAY stock price isn’t fully supportable on the standalone book yet. Workday’s government pipeline and the buyback anchor a floor. However, the takeover premium is what pulled the stock 24% higher in a month, and if the Silver Lake talks go nowhere, exposure here is to a stock that has already given back a year of gains and half a decade of compounding, holding its bounce on deal hope rather than results.

Position sizing should reflect that. Investors treating Workday as a durable enterprise-software holding may want to size it for the underlying business alone and treat any deal-related upside as optionality rather than a plan. Anyone who chased the mid-August pop should cap the position at a size that can survive a headline saying the talks ended, because that outcome is a live risk and the five-year chart is the clearer read on what supports the shares without one.

Contact [email protected] for any questions or corrections.

Workday, Inc. (WDAY) Q2 2027 Earnings Call August 27, 2026 4:30 PM EDT

Company Participants

Justin Furby - Vice President of Investor Relations
Aneel Bhusri - Co-Founder, CEO & Executive Chairman of the Board
Gerrit Kazmaier - President of Product & Technology
Gabriel Monroy - Chief Technology Officer
Robert Enslin - President & Chief Commercial Officer
Zane Rowe - Chief Financial Officer

Conference Call Participants

Gabriela Borges - Goldman Sachs Group, Inc., Research Division
Michael Turrin - Wells Fargo Securities, LLC, Research Division
S. Kirk Materne - Evercore ISI Institutional Equities, Research Division
John DiFucci - Guggenheim Securities, LLC, Research Division
Aleksandr Zukin - Wolfe Research, LLC
Karl Keirstead
Samik Chatterjee

Presentation

Operator

Ladies and gentlemen, welcome to Workday's Second Quarter Fiscal Year 2027 Earnings Call. [Operator Instructions]

I will now hand it over to Justin Furby, Vice President of Investor Relations. Please go ahead.

Justin Furby
Vice President of Investor Relations

Thank you, operator. Welcome to Workday's Second Quarter Fiscal 2027 Earnings Conference Call. On the call, we have Aneel Bhusri, our CEO; Gerrit Kazmaier, our President, Product and Technology; Gabe Monroy, our Chief Technology Officer; Rob Enslin, our President and Chief Commercial Officer; and Zane Rowe, our CFO. Following prepared remarks, we will take questions. Our press release was issued after close of market and is posted on our website where this call is being simultaneously webcast.

Before we get started, we want to emphasize that some of our statements on this call, particularly our guidance, are based on the information we have as of today and include forward-looking statements regarding our financial results, applications and solutions, customer demand, operations and other matters. These statements are subject to risks, uncertainties and assumptions that could cause actual results to differ materially. Please refer to the press release and the risk factors and documents we file with the Securities and Exchange Commission, including our fiscal 2026 annual report on

Workday NASDAQ: WDAY was among the hardest hit by SaaS-pocalypse fears—and among the best positioned for a rebound. The takeaway from Q2 reporting is that AI isn’t disrupting its business so much as driving it.

AI modelers aren’t disrupting the business, and neither are the customers, who, it was feared, might develop their own internal human resources automation tools. In reality, businesses and enterprises are turning to Workday in record numbers as it transitions from a legacy operator to a new-age agentic AI enabler.

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Reasons why the stock price could continue to rise in 2026 and beyond are record sales, hypergrowth in core agentic AI segments, the deal pipeline, adoption rates, and margins. Unlike AI infrastructure operators, which are heavily burdened with front-end costs, Workday is among the few that are successfully monetizing AI today.

Among the critical details are Workday's cash flow and the capital returns it enables. Workday is a share-buying machine, buying back approximately $1.33 billion in shares during the quarter and issuing a new authorization.

Buybacks helped reduce the share count by about 8.8% from a year earlier. The new authorization is worth $4 billion, or about 8.3% of the late-August market cap.

Workday Is in the Early Stages of an AI BoomWorkday posted a strong quarter, with revenue growth and guidance that exceeded expectations. Revenue grew by 12.8% to $2.65 billion, marginally better than expected, underpinned by subscriptions and AI.

Subscriptions grew 13.9%, while AI accounted for 25% of new contract value as adoption accelerated. Adoption, as indicated by the number of clients using at least one agentic product, grew by 35%. The backlog also grew solidly, up 14.2% on a 12-month basis and 8% overall, pointing to continued strength in the coming quarters.

Margin was the real bright spot. The company widened margins at all levels, driving faster earnings growth despite increased investment. Adjusted operating income margin grew 210 basis points (bps), driving $2.75 in adjusted earnings per share, up 20% from the prior year and nearly 15 cents above expectations.

WDAY Market Underprices Growth PotentialGuidance could be a catalyst for higher stock prices, with Q3 and full-year targets above consensus forecasts, underpinned by new and expanded deals with hyperscalers, including Alphabet’s NASDAQ: GOOGL Google Cloud and Amazon's NASDAQ: AMZN AWS.

The likely outcome is that Workday continues to gain momentum and outperforms its forecast in the subsequent quarter.

The question now is where the stock price might go before then, and the trends are strongly bullish. The problem is that initial analyst responses to the release, as bullish as they were, only lifted targets to the $220 range. In this scenario, analysts are signaling a bottom in the stock and potential for it to rise over time, but near-term upside is limited.

Long-term, the upside potential is ample. The stock trades at a reasonably low price-to-earnings multiple today, about 17.5x the current-year guidance, which doesn't fully price in the growth trajectory.

Analysts forecast substantial earnings growth in the coming years, which could significantly compress Workday’s forward P/E multiple. In this scenario, WDAY stock could rise by several hundred percentage points over the coming years, exceeding $1,000 within the next few years.

Analysts and institutional data reflect caution, but also an underlying confidence not found in most stocks. Thirty-eight analysts cover WDAY, a high number for any stock, and the consensus is Hold, with a 51.3% Buy-side bias and an uptrend in price targets likely to continue as the year progresses.

Institutions show a more visibly bullish posture, owning nearly 90% of the stock and accumulating quarterly over the trailing 12 months. Their activity conspicuously accelerated in late Q2 and early Q3, coinciding with the stock price rebound, limiting risk in Q3.

Workday has an added tailwind in the short interest. Short interest was falling ahead of the release and will likely accelerate the decline now that guidance is in. The risk is that short sellers will reposition at a higher level, reinforcing the idea that near-term upside may be limited. Lingering SaaS-pocalypse fears add to the risk, setting the stage for volatility in upcoming quarters, if not an outright correction, should weaker-than-expected earnings or bad news emerge.

Chart price action is bullish, signaling the continuation of the trend. The risk, again, is that candlestick action limits near-term upside. The early-August price surge triggered selling and resistance at the long-term 150-week EMA, indicating a price cap near $227.

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Key Takeaways WDAY launched AI Research to build reliable, trustworthy and efficient enterprise AI systems.Workday's selective AI memory improved precision by 12%, quality by 8% and speed by around 31%.WDAY found specialized AI agents raised decision-making accuracy 5.8% while meeting constraints. Workday, Inc. (WDAY - Free Report) has launched Workday AI Research, a dedicated technical research team focused on developing reliable, trustworthy and efficient enterprise artificial intelligence (AI). The initiative aims to address key challenges associated with deploying AI agents across business operations, including memory, accuracy, privacy, explainability and governance.

Workday’s researchers are focusing on key areas such as AI memory, multi-agent collaboration, recommendation systems, AI training and resource optimization. Its research has been accepted at several leading global AI and technology conferences. To further strengthen its research efforts, the company has introduced an AI Research PhD Fellowship that offers $50,000 in annual funding, mentorship and opportunities to collaborate with its researchers.

The company’s recent research found that a selective AI memory system can help agents retain important information while filtering outdated or unreliable data, improving precision by 12%, overall quality by about 8% and speed by around 31%. It also found that multiple specialized AI agents can improve decision-making, increasing accuracy by 5.8% while ensuring responses met defined constraints.

Workday’s research also highlights the need for effective data deletion, as information removed from an AI agent’s memory may remain in previous summaries. The company’s investment in AI research reflects its focus on building reliable, transparent and well-governed AI systems that can improve automation.

How Are Competitors Advancing in Enterprise AI?Workday faces competition from Oracle Corporation (ORCL - Free Report) and Automatic Data Processing, Inc. (ADP - Free Report) . Oracle is expanding its enterprise AI efforts through Oracle Cloud Infrastructure and AI-powered Fusion Cloud Applications. The company is adding AI agents to automate workflows and support business operations across finance, HR and supply chain functions. Oracle is bringing Google’s Gemini models to its enterprise applications, giving customers more options for building and deploying AI agents.

ADP is strengthening its enterprise AI capabilities through ADP Assist, which provides AI agents for HR and payroll functions. The company introduced an AI agent that identifies payroll variances, suggests corrective actions and helps resolve issues before errors occur. ADP is using AI to deliver workforce insights, automate routine tasks and support decision-making while maintaining human oversight and governance.

Workday’s Price Performance, Valuation & EstimatesWorkday shares have lost 13.3% over the past year compared with the industry’s decline of 13.5%.

Image Source: Zacks Investment Research

From a valuation standpoint, Workday trades at a forward price-to-sales ratio of 4.31, above the industry average of 3.87.

Image Source: Zacks Investment Research

Earnings estimates for fiscal 2027 have increased 0.6% to $10.81 over the past 60 days, while the same for fiscal 2028 have decreased 0.1% to $12.66.

Image Source: Zacks Investment Research

Workday currently carries a Zacks Rank #3 (Hold). You can see the complete list of today’s Zacks #1 Rank (Strong Buy) stocks here.

Junior miners spend most of their existence chasing grade. Nine Mile Metals Ltd. (CSE:NINE, OTCQB:VMSXF, FRA:KQ9) has the opposite problem at parts of its Bathurst Mining Camp land package: ore so rich that the region's processing infrastructure isn't built to handle it.

It's a strange complaint for a resource company to have. At Nine Mile Brook, drilling has returned intervals grading as high as 15% copper alongside significant lead, zinc, silver and gold. That grade is high enough that the company has entered an agreement with commodities giant Glencore to test whether some of the material could bypass conventional milling altogether and go straight to a smelter.

As Nine Mile CEO Patrick Cruickshank explains, a mill is optimized around a specific type of ore, so it would need to make adjustments for different material.

"The biggest concern is impurities, because the milling process typically helps separate and remove those elements," Cruickshank told Proactive.

Whole drill core has already been shipped to Glencore for direct-to-smelter testing, while two additional bulk samples are undergoing metallurgical and gravity separation testing, a roughly three-month process. Depending on the outcome, the lead-zinc component could ultimately be routed to a Glencore facility in Quebec, with copper-gold material potentially destined for the Horne Smelter.

Even logistics become a variable at this scale. A 3,000-tonne bulk sample carries an estimated contained metal value of roughly $4,000 per tonne, by Cruickshank's estimate, but shipping that tonnage to a facility like Kidd Creek in northern Ontario could cost close to $1 million on its own, and most mills want closer to 10,000 tonnes to justify dedicating a processing shift to unfamiliar ore. "Bulk sampling is not intended to be a revenue-generating activity, so it's a sensitive topic from a regulatory standpoint," Cruickshank noted. "The purpose is to test and validate the metallurgy and processing options."

The grade problem is really a symptom of a broader thesis Cruickshank has been building for two and a half years: that the Bathurst Mining Camp's most efficient path to new production doesn't run through greenfield discovery alone, it runs through mines that were shut down decades ago for reasons that no longer apply.

The Wedge Mine is the clearest example. Operated by Cominco through the 1950s and into the early 1960s before Teck took it over, Wedge produced an estimated 1.5 to 2.5 million tonnes of ore, almost entirely valued for lead and zinc. Silver was trading near $1 an ounce at the time, copper wasn't especially valuable, and gold assays weren't routinely run. "If miners couldn't see the gold, they generally ignored it," Cruickshank said.

Operations ended not because the deposit was exhausted, but because a support pillar collapsed after roughly a third of the vertical deposit had been mined. Repairing it wasn't economical at the commodity prices of the era, so the mine was abandoned with an estimated two-thirds of the system still in the ground.

Six decades later, Nine Mile is revisiting that resource with tools the original operators never had. Drone surveys and geophysical work over the past two years have effectively produced what Cruickshank calls a treasure map of the property. Drilling on the mine's undrilled eastern side added several million tonnes of mineralization, and last year's drilling on the southern portion of the deposit returned copper grades up to 8%. Borehole electromagnetic crews will soon be on site to survey seven holes, generating three-dimensional imagery that extends 300 to 400 metres in every direction from each hole and can distinguish new mineralization from old workings and voids.

The company has already identified three mineralized lenses at Wedge where historically only one was recognized. Cruickshank's stated goal is to demonstrate five to 10 million tonnes remaining, at grades strong enough, when combined with the silver and gold values showing up in recent drilling, to support a return to production.

The same logic underpins the company's approach at Nine Mile Brook, home to what Cruickshank describes as the highest-grade VMS lens ever discovered in the Bathurst camp, and at Canoe Landing, where Nine Mile's ground abuts a 32-million-tonne deposit owned by Wolfden Resources. "Whoever ultimately develops that deposit will almost certainly have to work with us, or vice versa, because together we control the full mineralized system," Cruickshank said, adding that a joint venture or acquisition are both options the company is watching.

It's a strategy built on a simple mining adage Cruickshank likes to repeat: the best place to find a new deposit is in the shadow of an existing one. With 45 known deposits already mapped across the Bathurst camp, he sees more value in applying modern geophysics and AI-assisted target modeling to old, well-understood ground than in searching blind.

Underlying all of it is a change in Nine Mile's financial position that Cruickshank argues is as important as any drill result.

Having raised just over $5.6 million recently, Cruickshank says the company doesn't expect to need additional financing for more than two years, freeing it to run a multi-target drill program across Wedge, Nine Mile Brook, California Lake and Canoe Landing Lake without the dilution pressure that has historically capped its share price rallies. A second drill rig is being mobilized directly to the West Wedge and Tribag targets, part of six priority drill targets identified since January.

That funding also changes the company's appetite for risk. "Previously, we didn't want to start drilling every target because our funding was limited," Cruickshank said. "Now we're fully funded, and we have access to better technology and more advanced algorithms, which gives us the confidence to be much more aggressive."

The bigger picture
Nine Mile's approach is unfolding against a favourable backdrop in New Brunswick, where the provincial government has stated its ambition to become Canada's leading jurisdiction for critical minerals and has pointed to the planned restart of the Lake George antimony project as evidence of that commitment. Cruickshank also points to the arrival of Kinross in the district, growing interest from companies like Rio Tinto and Glencore, and roughly 15 public companies now active in the camp as signs that capital is returning to a region long defined as a lead-zinc district but increasingly valued for its copper, silver and gold.

Whether that momentum translates into a producing mine at Wedge, a fifth lens at Nine Mile Brook, or a resolution to the Canoe Landing overlap with Wolfden, Cruickshank frames the company's task in straightforward terms: "At this point, it's about execution: drilling the programs, delivering results, and creating value."

In the latest trading session, Workday (WDAY - Free Report) closed at $184.19, marking a +2.53% move from the previous day. The stock exceeded the S&P 500, which registered a loss of 0.06% for the day. Meanwhile, the Dow experienced a drop of 0.11%, and the technology-dominated Nasdaq saw a decrease of 0.32%.

The stock of maker of human resources software has risen by 29.28% in the past month, leading the Computer and Technology sector's gain of 2.78% and the S&P 500's gain of 3.42%.

The investment community will be paying close attention to the earnings performance of Workday in its upcoming release. The company is slated to reveal its earnings on August 27, 2026. The company's upcoming EPS is projected at $2.63, signifying a 19.00% increase compared to the same quarter of the previous year. In the meantime, our current consensus estimate forecasts the revenue to be $2.63 billion, indicating a 12.18% growth compared to the corresponding quarter of the prior year.

Looking at the full year, the Zacks Consensus Estimates suggest analysts are expecting earnings of $10.81 per share and revenue of $10.66 billion. These totals would mark changes of +17.12% and +15.46%, respectively, from last year.

Investors might also notice recent changes to analyst estimates for Workday. These recent revisions tend to reflect the evolving nature of short-term business trends. Therefore, positive revisions in estimates convey analysts' confidence in the business performance and profit potential.

Our research demonstrates that these adjustments in estimates directly associate with imminent stock price performance. To utilize this, we have created the Zacks Rank, a proprietary model that integrates these estimate changes and provides a functional rating system.

The Zacks Rank system, which varies between #1 (Strong Buy) and #5 (Strong Sell), carries an impressive track record of exceeding expectations, confirmed by external audits, with stocks at #1 delivering an average annual return of +25% since 1988. Over the last 30 days, the Zacks Consensus EPS estimate has witnessed a 0.57% increase. At present, Workday boasts a Zacks Rank of #3 (Hold).

Valuation is also important, so investors should note that Workday has a Forward P/E ratio of 16.62 right now. This signifies a discount in comparison to the average Forward P/E of 22.13 for its industry.

It's also important to note that WDAY currently trades at a PEG ratio of 0.95. The PEG ratio bears resemblance to the frequently used P/E ratio, but this parameter also includes the company's expected earnings growth trajectory. The Internet - Software was holding an average PEG ratio of 1.21 at yesterday's closing price.

The Internet - Software industry is part of the Computer and Technology sector. With its current Zacks Industry Rank of 102, this industry ranks in the top 42% of all industries, numbering over 250.

The strength of our individual industry groups is measured by the Zacks Industry Rank, which is calculated based on the average Zacks Rank of the individual stocks within these groups. Our research shows that the top 50% rated industries outperform the bottom half by a factor of 2 to 1.

Be sure to follow all of these stock-moving metrics, and many more, on Zacks.com.

In the latest trading session, Workday (WDAY - Free Report) closed at $137.99, marking a +1.91% move from the previous day. The stock exceeded the S&P 500, which registered a gain of 0.72% for the day. Elsewhere, the Dow saw an upswing of 0.3%, while the tech-heavy Nasdaq appreciated by 1.12%.

Shares of the maker of human resources software have depreciated by 6.15% over the course of the past month, underperforming the Computer and Technology sector's loss of 6.12%, and the S&P 500's loss of 0.9%.

Analysts and investors alike will be keeping a close eye on the performance of Workday in its upcoming earnings disclosure. In that report, analysts expect Workday to post earnings of $2.62 per share. This would mark year-over-year growth of 18.55%. Meanwhile, the Zacks Consensus Estimate for revenue is projecting net sales of $2.63 billion, up 12.18% from the year-ago period.

For the annual period, the Zacks Consensus Estimates anticipate earnings of $10.75 per share and a revenue of $10.66 billion, signifying shifts of +16.47% and +11.58%, respectively, from the last year.

It is also important to note the recent changes to analyst estimates for Workday. These recent revisions tend to reflect the evolving nature of short-term business trends. Hence, positive alterations in estimates signify analyst optimism regarding the business and profitability.

Based on our research, we believe these estimate revisions are directly related to near-term stock moves. To benefit from this, we have developed the Zacks Rank, a proprietary model which takes these estimate changes into account and provides an actionable rating system.

The Zacks Rank system, stretching from #1 (Strong Buy) to #5 (Strong Sell), has a noteworthy track record of outperforming, validated by third-party audits, with stocks rated #1 producing an average annual return of +25% since the year 1988. Over the last 30 days, the Zacks Consensus EPS estimate has moved 0.99% lower. At present, Workday boasts a Zacks Rank of #3 (Hold).

Valuation is also important, so investors should note that Workday has a Forward P/E ratio of 12.6 right now. Its industry sports an average Forward P/E of 19.82, so one might conclude that Workday is trading at a discount comparatively.

Meanwhile, WDAY's PEG ratio is currently 0.72. Comparable to the widely accepted P/E ratio, the PEG ratio also accounts for the company's projected earnings growth. The Internet - Software was holding an average PEG ratio of 1.08 at yesterday's closing price.

The Internet - Software industry is part of the Computer and Technology sector. With its current Zacks Industry Rank of 83, this industry ranks in the top 34% of all industries, numbering over 250.

The Zacks Industry Rank gauges the strength of our industry groups by measuring the average Zacks Rank of the individual stocks within the groups. Our research shows that the top 50% rated industries outperform the bottom half by a factor of 2 to 1.

To follow WDAY in the coming trading sessions, be sure to utilize Zacks.com.