Definition
A formula used by HR professionals to measure employee absenteeism, placing greater emphasis on frequent short-term absences than longer spells. The score is calculated as S x S x D, where S is the number of separate absence spells and D is the total number of days absent.
UK Context
Widely adopted across UK organisations as a trigger-based absence management tool. While not a legal requirement, it is recommended by many HR bodies. Employers must ensure its application does not discriminate against employees with disabilities under the Equality Act 2010.
Best Practices
- Set clear trigger points and communicate them to all staff in the absence policy
- Always consider underlying health conditions and make reasonable adjustments before acting on a score
- Use Bradford Factor as one indicator alongside return-to-work interviews, not as an automatic disciplinary trigger
Frequently Asked Questions
How is the Bradford Factor calculated?
The formula is S x S x D, where S is the number of separate absence spells in a rolling 12-month period and D is the total number of days absent. For example, 3 spells totalling 9 days gives a score of 3 x 3 x 9 = 81.
Is the Bradford Factor legally required in the UK?
No, there is no legal obligation to use the Bradford Factor. It is a management tool that many UK employers choose to adopt. If used, it must be applied fairly and not discriminate against employees with protected characteristics.