The Bradford Factor measures how disruptive an employee's absence pattern is to your business. Frequent short absences score higher than a single long absence. Already tracking absence? See our absence management software.
Separate occasions of absence in a rolling 12-month period
Total number of days absent across all spells in the same 12-month period
See how the Bradford Factor penalises frequent short absences more than a single long absence.
| Spells (S) | Days (D) | Score | Level |
|---|---|---|---|
| 1 | 10 | 10 | No concern |
| 2 | 5 | 20 | No concern |
| 3 | 6 | 54 | Low concern |
| 5 | 8 | 200 | Moderate |
| 8 | 10 | 640 | High |
| 10 | 14 | 1,400 | Serious |
Understanding the formula and why it matters for absence management.
The Bradford Factor is a formula used by HR teams across the UK to measure the impact of employee absence on an organisation. It was developed at the Bradford University School of Management and is based on the principle that frequent short absences are more disruptive than fewer, longer absences.
Because the number of spells is squared, an employee who takes 10 single-day absences (10² × 10 = 1,000) scores far higher than an employee who takes one 10-day absence (1² × 10 = 10). This reflects the reality that each new absence requires cover to be arranged, work to be redistributed, and productivity to be disrupted.
Employers typically calculate the Bradford Factor over a rolling 12-month period. Scores are used as one of several inputs when deciding whether to investigate an employee's absence pattern. They should never be the sole basis for disciplinary action. For more context on managing sickness absence, see our statutory sick leave policy template and staff leave management guide.
The Bradford Factor is a useful indicator, but it must never be used as the sole basis for disciplinary or dismissal decisions. Keep the following in mind:
TimeTally records every absence request and approval, giving you the accurate records you need to calculate Bradford Factor scores. Learn more about our absence management software, sick leave tracker, or leave management software.
Every absence is logged as it happens. No more chasing spreadsheets or paper forms. Your records are always up to date and audit-ready.
Every absence is stored centrally with dates, type, and duration — making it simple to calculate Bradford Factor scores whenever you need them.
See who's off and when across your whole team. Spot when absences overlap and make informed decisions about leave approvals.
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Common questions about the Bradford Factor and how to use it fairly.
The Bradford Factor is a formula used by employers to measure the impact of employee absence. It was developed at the Bradford University School of Management and uses the calculation B = S² × D, where S is the number of separate absence spells and D is the total number of days absent. The formula weights frequent short-term absences more heavily than occasional longer absences, reflecting their greater operational impact.
Multiply the number of absence spells (S) by itself, then multiply the result by the total number of days absent (D). For example, an employee with 4 spells totalling 8 days would score 4 × 4 × 8 = 128. The calculation is typically done over a rolling 12-month period. Use our free calculator above to work out any score instantly.
Generally, a score of 0–50 is considered acceptable with no action needed. Scores of 51–124 may prompt an informal conversation. Scores of 125–399 often trigger a written warning, 400–649 a final warning, and anything above 650 may lead to a review for dismissal. However, these thresholds are guidelines, not rules, and every organisation should set their own.
The Bradford Factor itself is not a legal requirement and is not defined in legislation. It is a management tool. However, using it without considering the Equality Act 2010, disability-related absences, and pregnancy-related absences could expose your organisation to claims of indirect discrimination. Always use Bradford Factor scores alongside other information and never as the sole basis for disciplinary action.
Most organisations calculate Bradford Factor scores on a rolling 12-month basis, updating whenever a new absence is recorded. Some recalculate monthly as part of HR reporting. Using leave management software like TimeTally to keep accurate absence records makes the calculation straightforward — you can use our free calculator above with the data from your records.
Leave management software like TimeTally automatically records each absence spell with dates, type, and duration. This gives you the accurate data you need to calculate Bradford Factor scores using our free calculator above — no more digging through spreadsheets or paper records to count absence spells. See our absence management software for more details.
