What Is The Bradford Factor and How Does It Work?

bradford factor calculation

Ever heard of the Bradford Factor or looking for your Bradford Score? For many employers, absenteeism can be a crucial issue that affects both performance and company culture. That is why knowing more about it, and how to measure it, is top-of-mind for so many.

The Bradford Factor, also known as the Bradford Formula, is a way to get a handle on absenteeism and quantify it in a meaningful way. Here is our handy guide to finding your Bradford score today!

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What is the Bradford Factor?

The Bradford Factor is an absence-oriented key performance indicator (KPI) designed to put a number behind the disruptive potential of ‘one-off’ absences when taken together. It is designed on the premise that short-term absences are more disruptive for an organization than long-term ones (like a planned vacation).

How do you calculate your Bradford Score? The formula is as follows:

S2 × D = B

Let’s break down each of these variables:

  • S stands for ‘spells,’ which are absences over a set period
  • D is the total number of days of absence over the same period
  • B is the resulting Bradford Factor

In most cases, this set period is one year (52 weeks).

Calculating One’s Bradford Score

Here is an example to help illustrate finding an employee’s Bradford Score…

Let’s say we have two employees: Employee A and Employee B. Employee A recently came down with an illness and was sick for 10 days. Employee B was in relatively good health, but in that same period was sick on three separate occasions for a total of 10 days.

There Bradford Scores would break down as follows:

  • Employee A: 11 x 10 = 10
  • Employee B: 33 x 10 = 90

In this case, Employee B’s multitude of absences, even though it amounted to the same number of days, would theoretically be more disruptive to business.

How Are Bradford Scores Evaluated?

Some companies may choose to identify trigger points with various Bradford Scores, meaning that when an employee has reached a high enough number, something occurs.

This could include:

The issue is that these numbers are not set in stone, and the formula itself is relative to how a business or organization chooses to weigh it. While the scores typically climb with the severity of the action taken, this is only a rough example of how it might work.

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What Does The Bradford Factor Lack?

Essentially, it lacks nuance. This is specifically related to the uniqueness of a workforce and how one type of absence is not necessarily equal to other kinds.

That’s because the Bradford Factor is a calculation that doesn’t have the capacity to weigh these different kinds of absences, treating a day off work the same as it would a severe illness, a tragedy, or disability. They all appear the same.

That has also made the Bradford Factor, when used alone, a topic of criticism and controversy. Therefore, it is best used as a measuring tool that informs a much larger discussion around absence and performance management.

It is a means to an end, but it is not the end-all and be-all.

Does The Bradford Factor Help Save Time?

The Bradford Factor is a formula that can streamline the time of an HR department, but it still takes time to implement it. So, not only is the dataset less than reliable (or, at least, without context), it can take time from reliving the issues of absenteeism in the first place.

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Does The Bradford Factor Work?

Now that we understand the Bradford Factor as one tool in a much larger discussion around performance management, let’s discuss what works about it.

The main thing is that it is easy. A Bradford Score can offer a very quick, and very streamlined, way of calculating absences and having a very rough idea of what it means to the business.

Think of it as a signal. If an employee has an incredibly high Bradford Score, it may not be enough evidence to warrant dismissal (or even a warning). It does, however, signal to HR that they may need more context and understanding of what is happening.

It can also reveal patterns within teams and departments of an organization, again serving as a signal that perhaps it is worth understanding why these things are happening. In and of itself, though, the Bradford Factor is not definitive reasoning for punishment.

For instance, if HR noticed that certain months or time periods varied wildly in terms of absences, they could act more proactively in terms of offering flexible work, or developed initiatives to help with mental health in the workplace.

In its best light, then, the Bradford Factor can be an empowering tool for HR to focus more on strategy rather than highlighting specific absences among employees.

Trust In More Holistic Absence Management

As we discussed today, the Bradford Factor is merely one element of absence management. Therefore, it should be used in coordination with larger efforts and a more nuanced approach to tracking and evaluating when employees are away.

That said, building that system takes time. That’s why trusting an HR software that helps make absence management simpler can offer cleaner, more reliable, and ultimately, more actionable data for you and your organization.

Personio can help. Using our absence management tool, HR can have a quick glimpse at who is in the office, who is out, and what those trends mean over time. It means fewer calculations for your team, and cleaner data so you can focus on making changes and improvements.

This, in turn, helps with workforce planning and strategic HR initiatives. That’s because your team has the time, and the ability, to act on data that they would otherwise be calculating. Click on the banner below to learn more today.

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