EML and Workday Case Study

About EML and Workday

As Australia’s largest personal injury claims service provider, EML Group (EML) is committed to building a culture where its 3,700 claims management professionals feel valued and empowered to celebrate one another’s achievements. Peer-to-peer recognition plays an important role in that culture, with Reward Gateway | Edenred helping employees easily recognise and reward their colleagues.

Workday acts as EML’s single source of truth for employee data and supports many of its core people processes. By integrating Reward Gateway | Edenred's recognition moments with Workday, EML can bring employee achievements into the same environment used for performance and people management.

Ivan Tay, Senior System and Reporting Specialist at EML, helps optimise and enable the organisation’s Workday environment. He partners with stakeholders to implement strategic improvements and oversees key integrations between Workday and third-party systems.

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The challenge

Recognition is most valuable when it's visible at the right time and in the right context. At EML, employees and managers wanted recognition moments to inform performance conversations, but recognition data previously had to be manually extracted from Reward Gateway | Edenred and re-entered into Workday.

This created additional administration for managers and people leaders, particularly during performance review season. It also meant that valuable examples of employee contribution and success were not readily available alongside other employee information.

Ivan states that EML needed a secure, efficient way to connect Reward Gateway | Edenred and Workday so that recognition data could flow into Workday without creating unnecessary risk or disrupting its existing employee provisioning processes:

“Recognition previously had to be manually extracted and re-entered for performance reviews. Having real-time integration into Workday eliminates all the administration and contributes towards having meaningful performance review conversations.”

The approach

EML worked with the Reward Gateway | Edenred team to implement a dedicated integration that sends recognition moments from Reward Gateway | Edenred into Workday through Workday’s API. The integration was designed with security and flexibility in mind:

Minimal Workday access: The integration required only the security access needed to perform its intended function.
Secure data exchange: Workday security requirements and the use of Workday’s API helped EML assess and manage data exchange risks.
Self-led implementation: With support from Reward Gateway and a concise implementation guide, EML was able to lead the integration process internally.
Straightforward troubleshooting: Workday audit functionality enabled the team to check whether both systems were connecting and operating correctly.
Continued provisioning flexibility: By separating recognition from provisioning, EML’s existing process could continue uninterrupted, while employee access to Reward Gateway could still be managed through Workday custom reporting functionality.

The Reward Gateway | Edenred team also supported EML throughout the implementation, Ivan says, responding promptly to questions and accommodating time-zone differences when scheduling calls:

“The Reward Gateway | Edenred team has been amazing to work with. They were always prompt to respond to queries and flexible when calls needed to be scheduled. The guide provided was succinct and easy to follow.”

The results

The integration brings employee recognition into Workday, giving EML a more complete and connected view of employee contributions.

For managers and people leaders, recognition moments are now available in the flow of their existing Workday processes. This reduces the need for manual data handling and makes it easier to draw on relevant examples during performance reviews. In the two months since the integration launched, 2,317 moments of recognition have been seamlessly shared.

The integration also helps EML:

Save time across the workforce by removing manual extraction and re-entry of recognition data.
Support more meaningful performance conversations with recognition and feedback available in Workday.
Improve visibility for people leaders into the recognition received by their team members.
Enrich employee data in real time by connecting recognition activity with EML’s central employee data environment.
Maintain a clearer view of employee engagement and success.
Protect existing processes by keeping the recognition integration separate from employee provisioning.
Reduce security concerns through minimal access requirements and carefully managed data exchange.

Ivan says that the integration makes recognition easier to use as part of ongoing performance conversations, not just as a standalone moment of celebration:

“Our people leaders get better visibility into the recognitions received by their team members, giving them a clearer picture of overall employee engagement and key successes.”

By connecting Reward Gateway | Edenred and Workday, EML is helping ensure that employee recognition is visible, accessible, and useful where it matters most; in the conversations that support employee growth and performance.

Visibility into recognition moments

Employees can choose to share their Reward Gateway | Edenred recognitions directly into Workday, giving managers greater visibility into their achievements.

Evidence-based performance reviews

During reviews, managers can view peer-to-peer recognitions within Workday, allowing for data-backed performance discussions.

Employee-led sharing

Employees choose which recognitions are shared to their Workday profile, fostering a sense of ownership over their career growth and visibility.

Connecting culture to performance

By bridging recognitions in RGER with talent data in Workday, you get a complete view of how peer recognitions translate into performance behaviours that drive your business goals forward.