Career upgrade: Learn practical AI skills for better jobs and higher pay.
Level up
PracticeVideosBlogFlashcardsEspañol
All Practice Exams

100+ Free CBP Practice Questions

Pass your Certified Benefits Professional exam on the first try — instant access, no signup required.

✓ No registration✓ No credit card✓ No hidden fees✓ Start practicing immediately
Not publicly reported Pass Rate
100+ Questions
100% Free
1 / 100
Question 1
Score: 0/0

Which of the following factors is MOST important when evaluating whether to move from a fully-insured to a self-insured health plan?

A
B
C
D
to track
Same family resources

Explore More WorldatWork Rewards Certifications

Continue into nearby exams from the same family. Each card keeps practice questions, study guides, flashcards, videos, and articles in one place.

CCP Certified Compensation Professional

Practice Questions

CECP Certified Executive Compensation Professional

Practice Questions

CSCP Certified Sales Compensation Professional

Practice Questions

GBA Group Benefits Associate

Practice Questions

GRP Global Remuneration Professional

Practice Questions

RPA Retirement Plans Associate

Practice Questions
2026 Statistics

Key Facts: CBP Exam

7

Module Exams Required

WorldatWork CBP program page

621

Total Questions

WorldatWork CBP program page

75%

Passing Score (each exam)

WorldatWork CBP program page

$13.5K-$19.3K

Full Program Cost

WorldatWork CBP pricing

WorldatWork structures CBP as 7 module exams with 621 total questions requiring 75% on each. The full program costs $13,500-$19,290 depending on membership status and course format. CBP is the benefits companion to the CCP (Certified Compensation Professional) designation.

Sample CBP Practice Questions

Try these sample questions to test your CBP exam readiness. Each question includes a detailed explanation. Start the interactive quiz above for the full 100+ question experience with AI tutoring.

1An employer is designing a medical plan for 2026. Which of the following plan structures typically gives enrollees the MOST flexibility to see specialists without a referral?
A.Health Maintenance Organization (HMO)
B.Preferred Provider Organization (PPO)
C.Exclusive Provider Organization (EPO)
D.Point-of-Service (POS) plan
Explanation: PPO plans allow members to see any provider, including specialists, without a referral and without choosing a primary care physician. HMOs typically require a PCP referral for specialist visits. EPOs limit care to network providers. POS plans may allow out-of-network care but usually require referrals.
2Under ACA rules effective in 2026, which of the following is classified as an essential health benefit (EHB) that all non-grandfathered individual and small-group plans must cover?
A.Cosmetic surgery
B.Mental health and substance use disorder services
C.Long-term custodial nursing care
D.Adult dental coverage
Explanation: The ACA mandates 10 categories of essential health benefits, including mental health and substance use disorder services with parity requirements. Cosmetic surgery, long-term custodial care, and standalone adult dental coverage are not included in the EHB mandate, though plans may offer them voluntarily.
3A benefits professional is explaining Health Savings Account (HSA) rules to a new employee enrolled in a High Deductible Health Plan. Which statement about HSAs is CORRECT for 2026?
A.HSA funds expire at the end of each plan year if not spent
B.HSA contributions are pre-tax and the account balance rolls over indefinitely
C.HSA holders may also contribute to an unrestricted Health Care FSA in the same year
D.HSA withdrawals for qualified medical expenses are subject to income tax
Explanation: HSA contributions are made on a pre-tax or tax-deductible basis, grow tax-free, and the account balance rolls over from year to year with no expiration. Unlike FSAs, HSAs have no use-it-or-lose-it rule. Pairing an HSA with an unrestricted healthcare FSA disqualifies HSA contributions. Qualified medical expense withdrawals are tax-free.
4An employee terminates from a company with 55 employees. Under COBRA, what is the MAXIMUM duration of continuation coverage available due to termination of employment?
A.12 months
B.18 months
C.24 months
D.36 months
Explanation: COBRA provides up to 18 months of continuation coverage for qualifying events such as termination of employment or reduction in hours. The 36-month maximum applies only to qualifying events like divorce, death of the covered employee, or a dependent child losing eligibility. Employers with 20+ employees are subject to federal COBRA.
5The Mental Health Parity and Addiction Equity Act (MHPAEA) requires that group health plans offering mental health benefits must do which of the following?
A.Offer mental health benefits as a standalone plan separate from medical coverage
B.Ensure financial requirements and treatment limitations for mental health are no more restrictive than for medical/surgical benefits
C.Cover all mental health treatments without any cost-sharing or preauthorization
D.Provide unlimited outpatient mental health visits regardless of medical necessity
Explanation: MHPAEA requires parity between mental health/substance use disorder benefits and medical/surgical benefits in terms of financial requirements (copays, deductibles) and treatment limitations (visit limits, prior authorization). The law does not mandate that plans offer mental health benefits, but if they do, the terms must be comparable to medical/surgical coverage.
6Which type of consumer-directed health arrangement allows employees to use employer-funded dollars for eligible medical expenses but forfeits unused balances at separation from service?
A.Health Savings Account (HSA)
B.Health Reimbursement Arrangement (HRA)
C.Flexible Spending Account (FSA) with carryover
D.Individual Coverage HRA (ICHRA)
Explanation: Health Reimbursement Arrangements (HRAs) are employer-funded accounts used for eligible medical expenses. Unlike HSAs, HRA balances are not portable and are typically forfeited when the employee leaves the company. FSAs may offer a carryover, but the primary forfeiture-at-separation feature is characteristic of traditional HRAs.
7Under the ACA employer mandate (Section 4980H), an applicable large employer (ALE) must offer minimum essential coverage to what percentage of full-time employees to avoid the 4980H(a) penalty?
A.70%
B.90%
C.95%
D.100%
Explanation: Under the ACA's employer shared responsibility provisions, an ALE must offer minimum essential coverage to at least 95% of its full-time employees (or full-time equivalents plus dependents) to avoid the 4980H(a) penalty. The 70% threshold was a transitional rule that applied only during the 2015 phase-in period.
8An employee enrolled in a dental PPO plan needs a crown. The plan covers the procedure at 50% after deductible. Which dental plan coverage tier typically includes crowns?
A.Preventive (Type I)
B.Basic (Type II)
C.Major (Type III)
D.Orthodontic (Type IV)
Explanation: Dental plans typically classify crowns as Major (Type III) services, which usually have higher cost-sharing (often 50%). Preventive services (Type I) include cleanings and exams, Basic services (Type II) include fillings and extractions, and Orthodontic services (Type IV) cover braces and alignment procedures.
9A self-insured employer wants to limit its maximum exposure on health claims. Which risk management tool caps the employer's annual aggregate or individual claim liability?
A.Fully-insured indemnity plan
B.Stop-loss insurance
C.Administrative services only (ASO) contract
D.Minimum premium arrangement
Explanation: Stop-loss insurance protects self-insured employers by capping their financial exposure. Specific stop-loss covers individual claims above a set threshold, while aggregate stop-loss limits total plan claims in a contract period. An ASO contract provides administrative services but does not transfer risk. A minimum premium arrangement is a funding method, not a risk cap.
10Which of the following is a distinguishing feature of a Health Care Flexible Spending Account (FSA) compared to a Health Savings Account (HSA)?
A.FSA balances roll over indefinitely from year to year
B.FSA funds are available in full at the start of the plan year regardless of contributions made to date
C.FSA accounts are portable and stay with the employee after termination
D.FSA contributions can only be made by the employer, not the employee
Explanation: A key feature of healthcare FSAs is the uniform coverage rule: the full annual election amount is available on the first day of the plan year, even though the employee has not yet contributed the full amount. HSAs, by contrast, are only available to the extent of the current balance. FSA balances generally do not roll over (except for limited carryover provisions) and are not portable.

About the CBP Exam

The CBP (Certified Benefits Professional) from WorldatWork is a comprehensive benefits certification requiring completion of seven curriculum-based exams covering health and welfare benefits, retirement plan design, work-life effectiveness, regulatory compliance, and strategic benefits management. Candidates must pass each module exam at 75% or higher to earn the designation.

Questions

621 scored questions

Time Limit

Varies by module (7 exams)

Passing Score

75% per module exam

Exam Fee

$13,500-$19,290 (full program) (WorldatWork)

CBP Exam Content Outline

25%

Health and Welfare Benefits

Medical plan design, dental/vision, HSA/FSA/HRA, ACA compliance, COBRA, and mental health parity

25%

Retirement Benefits

401(k), 403(b), defined benefit plans, vesting, ERISA, fiduciary duties, and plan design

15%

Work-Life Benefits

PTO, FMLA, flexible work arrangements, EAP, wellness programs, and childcare/eldercare

20%

Benefits Compliance

ACA reporting, ERISA, HIPAA, Section 125, DOL audits, and Form 5500 requirements

15%

Benefits Strategy

Total rewards strategy, benefits communication, enrollment, cost management, and benchmarking

How to Pass the CBP Exam

What You Need to Know

  • Passing score: 75% per module exam
  • Exam length: 621 questions
  • Time limit: Varies by module (7 exams)
  • Exam fee: $13,500-$19,290 (full program)

Keys to Passing

  • Complete 500+ practice questions
  • Score 80%+ consistently before scheduling
  • Focus on highest-weighted sections
  • Use our AI tutor for tough concepts

CBP Study Tips from Top Performers

1Study each module sequentially as WorldatWork structures the curriculum with building-block dependencies
2Focus heavily on ACA compliance, ERISA, and COBRA rules as they appear across multiple modules
3Practice applying benefit plan design concepts to real-world employer scenarios
4Learn the key dollar thresholds and penalties for 2026 (HSA limits, 401(k) limits, ACA penalties)
5Use timed practice sets to build comfort with the 75% passing standard across different topic areas
6Review every missed question and trace errors to specific regulatory provisions or plan design concepts

Frequently Asked Questions

How many exams are required for CBP certification?

WorldatWork requires completion of 7 curriculum-based module exams to earn the CBP designation, with 621 total questions across all modules.

What is the passing score for each CBP module?

Each CBP module exam requires a 75% passing score. Candidates must pass all 7 modules to earn the certification.

How much does the CBP program cost?

The full CBP program costs between $13,500 and $19,290 depending on WorldatWork membership status and course delivery format (self-study vs. instructor-led).

Is CBP related to the CCP certification?

Yes, CBP is the benefits companion to WorldatWork's CCP (Certified Compensation Professional). Together they cover the full total rewards spectrum.

What topics does CBP cover?

CBP covers health and welfare benefits, retirement benefits, work-life programs, benefits compliance (ACA, ERISA, HIPAA), and strategic benefits management.