What the Bradford Factor measures
The Bradford Factor, attributed to research at the University of Bradford School of Management in the 1980s, scores an employee’s absence over a rolling 52 weeks:
B = S² × D
- S is the number of separate spells of absence.
- D is the total number of days absent.
Squaring the number of spells gives much more weight to frequent short absences than to one long absence, on the idea that unplanned, repeated absences disrupt work more than a single planned one.
Examples
| Pattern | Spells | Days | Score |
|---|---|---|---|
| One absence of 10 days | 1 | 10 | 10 |
| Two absences of 5 days | 2 | 10 | 40 |
| Five absences of 2 days | 5 | 10 | 250 |
| Ten absences of 1 day | 10 | 10 | 1,000 |
The default example, four absences totaling six days, scores 4² × 6 = 96.
Common thresholds
Employers that use it set their own trigger points. A typical scheme looks like this:
| Score | Common action |
|---|---|
| under 50 | no action |
| 50 to 124 | informal conversation |
| 125 to 399 | formal review |
| 400 to 649 | further formal stage |
| 650 or more | serious concern under the absence policy |
Use with care
- Protected leave: in the United States, leave under the Family and Medical Leave Act, absences linked to a disability covered by the Americans with Disabilities Act, and leave protected by state sick leave laws should not be counted against an employee.
- Context: a cluster of short absences may point to a health problem, caring duties or a workplace issue. A conversation is more useful than a number.
- Consistency: apply the same rules to everyone and write them into the attendance policy.
- Morale: rigid use can push people to come to work sick, spreading illness.
A broader view of absence
Track the overall absence rate (days lost ÷ days scheduled) for teams, and look for patterns by department, day of the week or season. Supportive measures, such as flexible hours, return-to-work conversations and access to occupational health, often reduce absence more than penalties.
This calculator does not give legal advice; check your policies with an HR or employment law professional.