The Bradford Factor is calculated as S x S x D, where S is the number of separate absence spells in a rolling 52-week period and D is the total number of days absent in the same period. A score of 45 might mean 3 spells of 5 days each (9 x 15 = 135) or 9 single-day absences (81 x 9 = 729). The formula penalises frequent short absences more heavily than longer ones — because frequent short absences are more disruptive to operations.
What is the Bradford Factor?
The Bradford Factor (sometimes called the Bradford Formula) is a numerical tool for measuring the pattern and impact of short-term employee absence. It was developed at Bradford University in the 1980s.
The formula gives a much higher score to an employee who has multiple separate absences than to one who takes the same number of days off in a single continuous period. This reflects the operational reality that frequent short absences — unpredictable, often at short notice — are more disruptive than a single planned or predictable absence.
The Bradford Factor is not a legal test. It is a management tool. It only works fairly when used consistently and transparently.
The Bradford Factor formula
Bradford Factor = S x S x D
Where:
- S = the number of separate absence spells in the rolling 52-week period
- D = the total number of days absent in the same period
Bradford Factor examples
| Absence pattern | S | D | Bradford Score | |---|---|---|---| | 1 absence of 10 days | 1 | 10 | 10 | | 2 absences of 5 days each | 2 | 10 | 40 | | 5 absences of 2 days each | 5 | 10 | 250 | | 10 absences of 1 day each | 10 | 10 | 1,000 |
All four rows involve 10 days of total absence — but the Bradford scores range from 10 to 1,000. The formula makes clear that 10 separate one-day absences are far more disruptive than a single 10-day absence.
Typical Bradford Factor trigger points
There is no legally mandated trigger point. These are commonly used benchmarks:
| Score | Typical action | |---|---| | 0 to 49 | No action — absence within acceptable range | | 50 to 199 | Informal discussion, return-to-work interview | | 200 to 399 | Verbal warning, absence improvement plan | | 400 to 649 | Written warning | | 650 and above | Final written warning or dismissal consideration |
These are starting points, not rigid rules. Every case must be considered on its individual circumstances.
How to use the Bradford Factor fairly
Communicate the system to all staff. Employees should know that absence is being tracked using the Bradford Formula, what the trigger points are, and what actions follow each trigger. Surprises undermine trust.
Apply it consistently. If you use Bradford triggers for one employee, use them for all. Selective application can create discrimination claims.
Consider the reasons for absence. The Bradford Factor is a flag, not a verdict. A high score caused by a single serious illness, a bereavement, or a disability-related condition requires a different response from one caused by repeated Monday absences with no underlying cause.
Exclude disability-related absence. If an employee has a disability under the Equality Act 2010 and their absences are related to that disability, using their Bradford score to trigger a warning or dismissal without making reasonable adjustments first is likely to be disability discrimination.
Conduct return-to-work interviews. The Bradford Factor works best as a framework for structured conversations, not as an automatic escalation mechanism.
When can you dismiss for attendance?
Dismissal for poor attendance is potentially fair on the grounds of capability or conduct (depending on whether the absences are genuine or unexplained). To avoid unfair dismissal:
- Tell the employee that their attendance is a concern and give them a realistic timescale to improve
- Follow your absence management policy and disciplinary procedure
- Consider whether the absences are disability-related before taking formal action
- Give the employee the opportunity to explain and improve before dismissal
- Hold an appeal hearing after any dismissal decision
Dismissing without following this process — even where the Bradford score is very high — is likely to be procedurally unfair.
Tracking Bradford scores automatically
Calculating Bradford scores manually for each employee across a rolling 52-week period is time-consuming and error-prone. KornerIQ tracks absence periods, calculates Bradford scores automatically, and highlights employees approaching your trigger thresholds — so return-to-work conversations happen at the right time, not after the fact.
Frequently asked questions
Is the Bradford Factor legally recognised? No — it has no statutory basis. It is a management tool used at the employer's discretion. Tribunals will assess whether it was applied fairly and consistently, not whether the score itself is correct.
Should I include long-term sickness in the Bradford calculation? Most employers exclude periods of continuous long-term sickness from the Bradford score and manage those absences separately under a long-term absence policy. Including a single 6-month absence would produce a misleadingly low score that masks significant absence.
Can I use the Bradford Factor for zero hours workers? Yes — if you wish to manage short-term absence patterns for zero hours workers, the Bradford Factor can be applied. Be consistent and communicate it clearly.
What if two employees have the same Bradford score but different circumstances? The Bradford score is the same, but the outcome may legitimately differ. One employee may have absences linked to a disability (requiring reasonable adjustments before any action), while another has unexplained absences. Document your reasoning in each case.
How often should I calculate Bradford scores? The formula uses a rolling 52-week period — so scores should be recalculated on a rolling basis, not just at annual review. Automatic tracking in an HR system is more reliable than manual quarterly calculations.