Bradford Factor calculator
The Bradford Factor is a formula used by employers to measure the impact of an employee's absence pattern over a rolling 52-week period. The principle is that frequent short absences are more disruptive to a business than a single longer absence - and the Bradford Factor score reflects this. Enter the number of separate absence instances and total days absent below to calculate the score instantly.
B = S2 × D
- B
- = Bradford Factor score
- S
- = number of separate absence instances in the past 52 weeks
- D
- = total number of days absent in the same period
Number of separate absence instances in the past 52 weeks
Total days absent in the same period
Bradford Factor score
0Low
| Score | Band | Suggested action |
|---|---|---|
| 0-49 | Low | No action required. Absence levels are within normal range. |
| 50-124 | Concern | Consider an informal conversation to check in on the employee's wellbeing. |
| 125-399 | Warning | A formal absence review meeting may be appropriate. Review absence patterns. |
| 400-649 | High | Consider issuing a written warning in line with your absence management policy. |
| 650+ | Critical | Absence at this level may warrant consideration of formal disciplinary proceedings. |
These thresholds are guidelines only. Always apply the Bradford Factor consistently and in conjunction with your absence management policy. Some absences - such as those related to disability or pregnancy - should be excluded from Bradford Factor calculations. Take HR advice if you are unsure.
What is the Bradford Factor?
The Bradford Factor was developed at Bradford University School of Management in the 1980s as a way of quantifying the disruptive impact of employee absence. The formula weights short, frequent absences more heavily than long ones, reflecting the reality that a pattern of one-day absences is often harder to manage operationally than a single extended period of illness.
The examples below illustrate why. Both employees have been absent for 10 days in total - but the Bradford Factor scores are very different.
Example A - frequent short absences
- 10 separate absence instances
- 10 total days absent
10 × 10 × 10 = 1,000
Critical
Example B - single long absence
- 1 absence instance
- 10 total days absent
1 × 1 × 10 = 10
Low
Same total days absent. Very different scores. This is the point of the Bradford Factor.
How to use the Bradford Factor fairly
The Bradford Factor is a tool, not a verdict. A high score should prompt a conversation, not an automatic disciplinary outcome. Used well, it helps managers identify employees who may be struggling and need support - and it provides a consistent, objective basis for absence reviews.
Certain types of absence should generally be excluded from Bradford Factor calculations, including absences related to disability, pregnancy, or maternity. Including these could leave you exposed to discrimination claims. Always take HR advice if you are considering formal action on the basis of a Bradford Factor score.
The Bradford Factor works best when it is part of a broader absence management policy that employees are aware of in advance. If your team does not know you are tracking absence this way, using the score to justify formal action is harder to defend.
What is a good Bradford Factor score?
There is no universal standard, and different organisations set their own thresholds. The bands shown in this calculator reflect common UK HR practice, but you should set thresholds that are appropriate for your business and apply them consistently. A score that triggers a review meeting in a small team may be acceptable in a larger organisation where occasional absence has less operational impact.
Does Absently track Bradford Factor scores?
Absently tracks sickness absence automatically, logging each instance separately so you always have accurate data. Bradford Factor reporting is on the roadmap - in the meantime, this calculator gives you the score you need based on your absence records. For more on managing sickness absence, see our guide to sick leave vs annual leave.
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