The Bradford Factor explained with worked examples
Calculate the Bradford Factor, understand why absence frequency changes the score and review its limitations before using it in an absence process.
By The TeamZap Team · · Updated · 3 min read
In this guide
The Bradford Factor is an absence measure calculated as the number of separate absence spells squared, multiplied by total days absent in the same period. It gives greater weight to repeated spells than to one continuous absence.
The result describes a pattern in the chosen records. It does not explain the cause of absence or determine what an employer should do.
Calculate the score
Use B = S × S × D, where S is the number of separate spells and D is the total days absent in the defined period.
Choose and document the period and counting method. Inconsistent inputs make comparisons unreliable even when the arithmetic is correct.
Three worked examples
| Fictional pattern | Spells | Days | Calculation |
|---|---|---|---|
| One continuous absence | 1 | 10 | 1 × 1 × 10 = 10 |
| Five separate absences | 5 | 10 | 5 × 5 × 10 = 250 |
| Ten separate absences | 10 | 10 | 10 × 10 × 10 = 1,000 |
All three examples contain ten days. The different scores come from the squared spell count. The table does not rank the employees' commitment or the legitimacy of their absence.
Use the Bradford Factor calculator to check the arithmetic with your own inputs.
Check the records before interpreting the result
Confirm that the dates are correct, spells are counted consistently and the same period is used. Check for duplicates or entries that belong to a different absence type.
Keep the factual correction process separate from any management decision. An employee should have a way to raise a record error before it is used in a review.
Treat a review point as a review
Acas says that absence review points should not automatically trigger disciplinary action. An employer should consider individual circumstances and use the review to discuss the reasons for absence and possible support. Disability, pregnancy and other relevant circumstances may require a different approach. See Acas absence trigger guidance.
There are no statutory Bradford score bands in this guide. Copying thresholds from another organisation without reviewing the purpose and policy can create a misleading sense of certainty.
A practical review checklist
Ask whether the underlying record is accurate and whether the person understands how the measure is used. Discuss the situation sensitively through the appropriate confidential process.
Identify any support, adjustment or further advice needed. Record agreed follow up with an owner and review date. Do not let the numerical score become a substitute for that work.
Share personal absence information only with the people who need it for their responsibilities. A general staffing report rarely needs the details of an individual's health.
Know what the software contributes
TeamZap's leave and absence tools bring records into a manageable workflow, while the public calculator explains the formula. Accurate records support a review; they do not make an employment decision.
For wider management reporting, see the weekly HR report guide. Keep measures tied to a clear purpose and a responsible human review rather than treating a dashboard as a verdict.
Frequently asked questions
How do you calculate the Bradford Factor?
Multiply the number of absence spells by itself, then by the total days absent in the same defined period: S × S × D.
What score automatically requires disciplinary action?
No score should automatically trigger disciplinary action. A measure needs context, an appropriate policy and an individual review.
