Bradford Factor Calculator

The Bradford Factor is a straightforward calculation that enables organizations to assign relative importance to unplanned employee absences, including sick days, medical appointments, and urgent family care responsibilities.

Number of Absence Instances

How many separate periods of absence?

Total Days Absent

Total number of days absent across all instances

Calculating the Bradford Factor

S² × D = B

Number of separate absence periods

Total days absent

Bradford Factor score

This calculation can be applied over any timeframe, though most organizations use a rolling 12-month period for consistent monitoring.

Practical Application

Developed at Bradford University School of Management in the 1980s, this metric is now utilized globally by organizations including government agencies like the UK Prison Service. It serves as a standardized benchmark for evaluating employee attendance patterns.

Strengths

Early identification of attendance concerns
Objective tracking data
Standardized benchmark across teams
Triggers for supportive interventions

Limitations

Doesn't account for disabilities
Ignores recurring medical conditions
Best used as part of broader strategy
Requires contextual interpretation

Score Interpretation Guidelines

The following thresholds provide a framework for management response, though organizations should establish their own policies based on their specific needs:

Score 45+

Threshold for management intervention and potential disciplinary or financial consequences if absences continue within a specified period

Score 100+

Threshold for initiating disciplinary procedures (oral warning, written warning, formal monitoring)

Score 900+

Critical attendance threshold for reviewing continued employment

These thresholds are illustrative examples—each organization must establish and clearly document their own policies. All absence management procedures should be:

Formally documented in company policies
Clearly communicated to all employees
Applied consistently and fairly
Supported by ongoing dialogue between managers and staff

Regular communication ensures employees understand both the challenges their absences create and the potential consequences of continued attendance issues. The Bradford Factor should facilitate constructive conversations about attendance rather than serve as a punitive measure.

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