Bradford Factor Calculator
Calculate Bradford Factor to assess employee absence patterns
Calculate Bradford Factor
Bradford Factor is typically calculated over a 52-week period
Each separate period of absence counts as one spell, regardless of duration
Total number of working days absent during the assessment period
Bradford Factor Analysis
Example Scenarios
Employee A (Jack)
Spells: 1
Days: 30
Bradford Factor: 1² × 30 = 30
One long vacation - Low impact
Employee B (Steve)
Spells: 2
Days: 20
Bradford Factor: 2² × 20 = 80
Two periods - Moderate impact
Employee C (Amanda)
Spells: 10
Days: 20
Bradford Factor: 10² × 20 = 2000
Frequent absences - High impact
Key Insight: Even though Steve and Amanda had the same total days absent (20), Amanda's Bradford Factor is much higher due to more frequent absences.
Score Interpretation
*Guidelines for Bradford Factor assessment and action levels
Management Guidelines
0-50: No Action
Acceptable attendance
Continue regular monitoring
51-125: Informal
Casual discussion needed
Understand reasons for absences
126-200: Formal
Structured review required
Document discussions and plans
201+: Disciplinary
Serious intervention needed
Consider formal procedures
Key Considerations
Frequency vs Duration
Multiple short absences score higher than single long ones
Context Matters
Consider genuine medical conditions and circumstances
Supportive Tool
Use as part of broader HR assessment, not in isolation
Fair Application
Ensure consistent application across all employees
Understanding the Bradford Factor
What is the Bradford Factor?
The Bradford Factor is a human resource tool that measures employee absenteeism based on the principle that frequent short absences are more disruptive to business operations than fewer, longer absences. It was developed by the Bradford University School of Management.
Why Use the Bradford Factor?
- •Identifies patterns of problematic absence behavior
- •Provides objective measurement for HR decisions
- •Helps detect potential workplace or personal issues
- •Supports fair and consistent absence management
Advantages and Limitations
Advantages
- • Objective and mathematical approach
- • Identifies disruptive absence patterns
- • Supports structured HR processes
- • Easy to calculate and understand
Limitations
- • Doesn't consider reasons for absence
- • May penalize employees with chronic conditions
- • Can create stress and reduce sick leave usage
- • Should not be used in isolation
Best Practice
Use the Bradford Factor as one component of a comprehensive absence management strategy. Always consider individual circumstances, medical conditions, and legal requirements when making HR decisions.