Bradford Factor
Calculate the Bradford Factor absenteeism score (B = S x S x D) to identify patterns of short, frequent absences that disrupt team productivity.
Results
What is it?
The Bradford Factor is a UK HR formula (B = S x S x D) that weights the disruptiveness of absences by squaring the number of separate episodes (S) and multiplying by total days (D). It deliberately penalises frequent short absences more than a single long one — e.g., 10 separate 1-day absences scores 100, while 1 absence of 10 days scores just 10. Thresholds: less than 50 = Low; 50-199 = Caution; 200-399 = Warning; 400 or above = Action Required. The Bradford Factor is controversial — it does not distinguish between illness and personal emergencies, and some organisations have moved away from it due to concerns about penalising employees with chronic conditions.
How to use
For each employee over a rolling 12-month period, count the number of distinct absence episodes and the total days absent. Enter both figures; the score and risk tier are calculated instantly. Use the score as a trigger for a supportive conversation, not as a punitive metric in isolation.
Example scenario
An employee had 4 separate absence episodes totalling 10 days. Bradford Score = 4 x 4 x 10 = 160, which falls in the Caution band. A manager would schedule a return-to-work interview to understand any underlying patterns and offer support before the score escalates.
Pro tip
Always overlay Bradford scores with context: a score of 500 driven by a disclosed disability or serious illness should be managed under your reasonable-adjustments policy, not a disciplinary process. Many HR platforms let you exclude pre-agreed absences (e.g., medical appointments for chronic conditions) from the Bradford calculation.