Bradford Factor Calculator
Calculate Bradford Factor scores from absence dates. See trigger levels, understand the formula, and get practical guidance on managing short-term absence for full-time and part-time workers.
For part-time workers, enter the number of contracted working days (e.g. 3 for a Mon/Tue/Wed pattern)
Absence Spells
Enter each separate period of absence. Overlapping or adjacent dates are automatically merged into a single spell.
Results
Add absences above to calculate the Bradford Factor score.
What Is the Bradford Factor?
The Formula
The Bradford Factor is a widely used HR formula that measures the impact of short-term absence on a business. 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 ones.
B = S x S x D
Where S = number of separate absence spells and D = total working days absent
| Example | S | D | Score |
|---|---|---|---|
| 1 absence of 10 days | 1 | 10 | 10 |
| 5 absences of 2 days each | 5 | 10 | 250 |
| 10 absences of 1 day each | 10 | 10 | 1,000 |
All three examples involve 10 total days of absence, but the scores range from 10 to 1,000. The squaring of S means that frequent single-day absences generate a significantly higher score than one longer absence of the same total duration.
Part-Time Workers
When calculating the Bradford Factor for part-time employees, only count the days the employee was contracted to work. If someone works Monday to Wednesday and is absent for a full week (Monday to Friday), they have missed 3 working days, not 5. The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000 require that part-time workers are not treated less favourably than full-time colleagues, so trigger thresholds should be applied consistently regardless of working pattern.
Common Trigger Thresholds
There is no legal requirement to use specific trigger points, and the right thresholds depend on your organisation. A common framework used by UK employers looks like this:
| Score | Typical Response |
|---|---|
| 0 - 50 | No action required |
| 51 - 199 | Informal discussion / return-to-work meeting |
| 200 - 399 | Written warning / formal absence review |
| 400+ | Final written warning / capability procedure |
ACAS Guidance
ACAS recommends that trigger points should prompt a conversation, not automatic disciplinary action. There is no legal requirement to use the Bradford Factor, and it should never be the sole basis for a decision about an employee's employment. Employers should always consider the reasons behind absences, whether a disability under the Equality Act 2010 may be a factor, and whether reasonable adjustments are needed before taking formal steps.
Limitations to Be Aware Of
The Bradford Factor is a useful tool for identifying patterns, but it has well-known limitations. It does not distinguish between genuine illness and avoidable absence. It can unfairly penalise employees with disabilities or chronic conditions, which may amount to disability discrimination under the Equality Act 2010. It also ignores context entirely: a single score tells you nothing about why someone was absent. Many employers use it alongside other absence data rather than as a standalone measure, and some exclude disability-related absences from the calculation entirely.
Need Help Managing Absence?
The Bradford Factor is a starting point, not the whole picture. If you need help building an absence management policy, handling a tricky case, or supporting a manager through the process, we can help.
Book a Free ConsultationThis calculator is provided for general guidance only and does not constitute legal or professional advice. Results are based on the information you provide and common Bradford Factor methodology. Individual circumstances, contractual terms, and the Equality Act 2010 may affect how absence data should be interpreted and acted upon. Rebox HR accepts no liability for decisions made based on these results. For advice specific to your situation, please contact us.