Bradford Factor Calculator

Calculate and interpret Bradford Factor scores to better understand and manage employee absence patterns in your organization.

Calculate Your Bradford Factor Calculator

The Bradford Factor is a human resource management tool used to measure worker absenteeism. It's designed to highlight the disruptive impact of frequent, short-term absences compared to the occasional, longer-term absence.

How the Bradford Factor Works

The Bradford Factor is calculated using the formula:

B = S² × D

Where:

B is the Bradford Factor score
S is the number of spells (instances) of absence in a given period
D is the total number of days of absence in that period

Why It Matters

The formula puts emphasis on the frequency of absences by squaring the number of spells. This means that frequent, short absences will result in a higher Bradford Factor score than fewer, longer absences - even if the total number of days absent is the same.

Example

Consider two employees who are each absent for 10 days in a year:

Employee A: 1 absence of 10 days = 1² × 10 = 10 points
Employee B: 5 absences of 2 days each = 5² × 10 = 250 points

Employee B has a much higher score, reflecting the greater disruptive impact of frequent short absences.

Typical Score Interpretations

0-49 points

Low risk - No action needed

50-199 points

Medium risk - Verbal warning may be considered

200-499 points

High risk - Written warning may be issued

500+ points

Very high risk - Disciplinary action may be necessary

Remember that the Bradford Factor is just one tool for managing absence and should be used as part of a fair and transparent absence management policy. Always consider individual circumstances, including disabilities and long-term health conditions, when interpreting Bradford Factor scores.

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Frequently Asked Questions

Generally, a score below 50 is considered good with minimal concern. Scores between 50-199 may warrant monitoring, 200-499 indicate cause for concern, and scores above 500 are typically viewed as problematic and may trigger formal proceedings. However, these thresholds can vary by organization and industry.

The Bradford Factor has limitations and should be used carefully. It may disadvantage employees with chronic conditions or disabilities that require frequent medical appointments. Employers should consider reasonable adjustments and ensure compliance with disability discrimination laws when using the Bradford Factor.

The Bradford Factor should be one of several tools used in absence management, not the sole determinant for decisions. It should be part of a fair, transparent policy that includes return-to-work interviews, consideration of patterns and reasons for absence, and appropriate support for employees with health issues.

The Bradford Factor weights frequency more heavily than duration by squaring the number of absence spells. This reflects research suggesting that frequent, short absences are often more disruptive to organizations than occasional longer absences, even if the total days absent are the same.

Yes, an employee's Bradford Factor score typically resets at the start of a new calculation period (often 12 months). By reducing the frequency of absences, an employee can significantly improve their score even if the total days absent remains similar.

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