Updated: 6/10/23
Contents
The Bradford Factor is a simple formula used by human resources departments to help determine whether or not an employee’s pattern of absence should be a reason to worry.
Although the Bradford Factor formula is an easy calculation to understand, its value in absence management and the workplace should not be underestimated. In this blog, we’re going to explain how to calculate Bradford Factor score, examples of ‘good’ and ‘bad’ Bradford Factor scores, and the importance of its use in HR.
What is the Bradford Factor in simple terms?
Quite simply, the Bradford Factor Score works on the theory that it isn’t necessarily the number of days an employee is off sick , but rather that the individual number of absences is a heavy factor in how many red flags employee absence patterns should be raising.
How is the Bradford Factor Score calculated? [Using formula]
The Bradford Factor calculation, in a nutshell, is the number of instances (Spells) an employee has been absent over a set period of time, multiplied first by itself, and then by the total number of days (Days). The theory is that when a score hits a certain threshold, it’s probably time to investigate and take action.
The Bradford Factor formula is as follows:
B = S² X D
Where:
- B is the Bradford Factor Score
- S is the number of Spells of absences
- D is the total number of days absent in a 52 week period
Most HR software will have a Bradford Factor Score calculator or manager built in, to help you calculate the score for your employees in an easy and controlled way. This helps you avoid having to manually calculate the Bradford Factor for every employee. You can also use online calculators to achieve the same result.
Examples of Bradford Factor Score calculations
To help you understand the calculation and formula, below are a few examples of Bradford Factor estimations that a HR department might come across.
For example, if an employee has 3 separate absences totalling 7 days, their Bradford Factor Score would be:
B = S² x D
B = 3² x 7
B = 63
For example, if an employee has 2 separate absences totalling 14 days, their Bradford Factor Score would be:
B = S² x D
B = 2² x 14
B = 56
For example, if an employee has 5 separate absences totalling 21 days, their Bradford Factor Score would be:
B = S² x D
B = 5² x 21
= 525
It is important to note that the Bradford Factor Score is just one tool that can be used to assess employee absences. It should not be used in isolation, and other factors such as the employee's overall performance and attendance record should also be considered. Visit our guide on Bradford Factor alternatives for more.
What might a good or bad Bradford Factor Score look like?
As we mentioned above, the Bradford Factor Score shouldn’t be used in isolation, as the score alone may not necessarily indicate a bad employee. They may also have a few legitimate absences due to illness or unforeseen circumstances. That said, there are typical ‘good’ and ‘bad’ Bradford Factor Scores that you should be aware of:
- A good Bradford Factor Score is generally considered to be below 50. This indicates that the employee has a low risk of excessive absence.
- A bad Bradford Factor Score is generally considered to be over 200. This indicates that the employee has a high risk of excessive absence.
Why is the Bradford Factor Score important for HR?
The Bradford Factor Score is important for HR because it provides a way to objectively measure employee absence. This can be helpful for a number of reasons, including:
- Identifying employees at risk of excessive absence: Bradford Factor can be used to identify employees that are at risk of having too many absences, allowing time to intervene early and provide support. And with the rate of sick leave increasing, this is an important metric to keep an eye on.
- Making decisions about disciplinary action: Bradford Factor scores can be used as evidence to support disciplinary actions, such as a verbal warning or suspension.
- Tracking employee absence trends: Bradford Factor can be useful in tracking employee absences over time, helping identifying areas for concern and inform absenteeism strategies.
Aside from these overarching strategies HR can utilise Bradford Factor, there are more specific, supportive ways that the metric can help improve absenteeism. This could be HR using the Bradford Factor score to identify employees who need additional support such as flexible working arrangements, an employee assistance programme, or targeted training programs on workplace health and wellbeing.
Is the Bradford Factor Score a good metric to use? Is it biased?
The Bradford Factor Score is a commonly used metric for measuring employee absence, but it has both advantages and disadvantages.
The advantages include:
- It’s an objective formula: It is calculated using a mathematical formula, which means that there is no room for human bias. This can be helpful for employers who are trying to make fair and consistent decisions about employee attendance.
- It takes into account both frequency and duration: Bradford Factor is more likely to identify employees who have a pattern of short, frequent absences, which can often be more disruptive.
The disadvantages, however, include:
- It doesn’t take into account the reason: This means that employees who have legitimate absences due to illness or other unforeseen circumstances may still be penalised.
- It can be biased against certain groups of employees: Employees with disabilities or chronic health conditions may be more likely to have frequent absences, even if they are not under their control.
Tips for using the Bradford Factor score in a fair way
Here are some straightforward tips for using the Bradford Factor Score in a fair and unbiased way:
- Consider the reasons for absences. Employees who have legitimate absences due to illness or other unforeseen circumstances should not be penalised.
- Be aware of the potential for bias. Employees with disabilities or chronic health conditions may be more likely to have frequent absences, so make sure to consider these employee scores carefully.
- Use the Bradford Factor Score in conjunction with other information. This could be information such as the employee's overall performance and attendance record.
- Be transparent with employees about how the Bradford Factor Score is used. Employees should be aware of how their absences are being tracked and how this information may be used.
How Absence Management Software can help you reduce absenteeism
There is plenty of software available that will alert you when an employee’s score raises flags, and the more sophisticated HR software on the market will even help you to set and understand the trigger points at which you might want alerts to start coming through, including the use of Bradford Factor Score.
Of course (as with anything), the Bradford Factor score cannot be used as a standalone tool to determine whether or not an employee needs to be disciplined… but it can provide valuable insight into trends, patterns and risk levels of absence within your workforce.
If you’re struggling with high absence levels, then you might want to take a look at how you review and manage absences with Absence Management Software from PeopleHR. Get your free trial today to get a better understanding of how your absenteeism is impacting your business.
