Bradford Factor
The Bradford Factor is a formula used to measure the impact of employee absence, giving higher weight to frequent short-term absences than longer continuous absences.
hr-metrics
Category
intermediate
Difficulty
6 min read
Read time
2025-01-15
Updated
Definition
Short definition
The Bradford Factor is a formula used to measure the impact of employee absence, giving higher weight to frequent short-term absences than longer continuous absences.
Detailed explanation
The Bradford Factor is an HR metric designed to highlight the disruptive impact of short, frequent absences compared to longer, less frequent ones. The theory is that multiple short absences cause more disruption to business operations than a single longer absence of the same total duration.
The formula is: B = S² × D, where S is the number of separate absence spells and D is the total number of days absent. This exponential relationship means an employee with many short absences will have a much higher score than one with fewer, longer absences totaling the same days.
Named after research conducted at Bradford University School of Management, the Bradford Factor has become widely used across UK businesses as a trigger for absence management conversations.
Etymology
Named after Bradford University in the UK where the formula was developed through research into employee absence patterns.
Practical guidance
How it works
Calculate the Bradford Factor for each employee over a rolling period (usually 12 months). Compare scores against trigger points to identify employees who may need support or intervention.
Best practices
Use as one factor, not the only factor
Set clear, communicated trigger points
Consider genuine medical conditions
Use to offer support, not just punish
Combine with return-to-work interviews
Calculation details
Formula
B = S² × D
Variables
B: Bradford Factor Score
S: Spells of absence
D: Days of absence
Worked example
B = 4² × 8 = 16 × 8 = 128
Result: Bradford Factor Score: 128
Frequently asked questions
What is a good Bradford Factor score?
Lower is better. Many organizations consider scores below 50 as acceptable, 50-200 as concerning, and above 200 as triggering formal review. However, trigger points vary by organization.
Is Bradford Factor legally valid for disciplinary action?
While useful as a trigger, disciplinary decisions should never be based solely on Bradford Factor. You must consider individual circumstances, especially any disability-related absences.
Related glossary terms
Sick Leave
Sick leave is time off work taken by an employee due to illness or injury, which may be paid or unpaid depending on employment terms and statutory requirements.
Absence Rate
Absence rate is the percentage of total working time lost to employee absence over a given period, commonly used to benchmark organizational health.
Return to Work
Return to work refers to processes for bringing employees back after absence, including RTW interviews to discuss absence, support needs, and any adjustments required.