Bradford Factor Calculator

The Bradford Factor helps employers monitor staff absences with a view to reducing unplanned leave. When used as a solution-orientated tool, it can highlight both negative patterns and possible solutions.

Calculating the Bradford Factor for employers unaware of the scoring criteria can pose a challenge which is why we have developed this handy calculator.

If you already know how to interpret the score, you can jump straight into the calculation below. Our Bradford Factor score calculator will help you check the scores. Once you have your calculation, use it to analyse how absenteeism is affecting your business.

Additionally, Croner have a range of calculators to help save your business time, from pro rata salary to maternity pay.

Start your calculation

1. Absence count (number of occurrences)
2. Days absent (total number of absent days)
3. Calculate

We’re here to give you an in-depth understanding of how to use the Bradford Score Calculator. We’ll explain what it is, what the score means and how to utilise it to increase productivity.  Why not give one of our Croner experts a call on 01455 858 132.

We give 24/7 advice on how to manage your employee absences using HR tools.  

Calculate Bradford Factor score

Continue reading for an in-depth understanding of how to use the Bradford Score Calculator, with explanations as to what it is, what the score means and how to utilise it to increase productivity. 

Want to learn more about the Bradford Factor? Why not give one of our HR experts a call on 01455 858 132.

for 24/7 advice on how to manage employee absences.

What is the Bradford Factor Score?

The Bradford Factor is a mathematical formula used in HR to measure and understand patterns in employee unplanned absences. We normally advise clients to include only sickness absences or unexplained absences. It is important to note that unplanned absences do not include any absences related to statutory leave.

It’s up to each employer to establish the extent to which lateness becomes an absence. In industries with shift patterns, such as health and social care or manufacturing, staff running late can disrupt the whole production line and lead to unnecessary delays. If this applies to you, then you can take the Bradford Factor into consideration in your absence policy.

This HR tool determines the level of disruption caused by frequent absences. It works on the principle that fewer, but more frequent, days off have an increased negative impact on business operations than long term sick leave.

According to data from the Office for National Statistics (ONS), the sickness absence rate has stayed relatively constant since 2010 in the UK, with a significant decrease since 1995. It rose for obvious reasons during the COVID-19 pandemic, and it has since not fallen to pre-pandemic levels. There has also been a rise in mental health conditions as the cause of absence too from 13.2% of days lost in 2009 to 20.5% in 2024.

Why use a Bradford Factor calculator?

If absences are showing trends of reducing, according to the ONS, surely, they don’t impact production massively? As it happens, the bigger picture looks more complex than it first seems.

Using a mathematical calculator like ours will reveal what you could change for the better in your business. Remember that you should not include any absences related to statutory leave, such as dependants leave, or you might set yourself up for potential employment tribunal claims.

In some situations, this might highlight that a worker needs mental health support. When dealing with stress and anxiety, employees can end up taking days off more frequently. They might benefit from counselling via an employee assistance programme.

How is the Bradford Factor worked out?

We calculate the score per individual by the Bradford Factor formula: S² x D = B

• S indicates the total number of separate absences for the worker over a specific timeframe (i.e. 12 months).
• D indicates the total number of days of absence for the same individual over a specific timeframe (i.e. 12 months).
• B indicates the Bradford Factor.

Whether you used our calculator or just calculated by yourself, you might still be wondering what it means for you and your business. Well, after you’ve calculated an employee’s score, you can see whether it’s a cause for concern or not.

What the scores could mean for the employee:

• Employers can set their own trigger points; however, an example would be:

  • 0 points is no concern.
  • 51 points is an informal verbal warning or discussion that includes suggested improvements.
  • 201 points is a written warning.
  • 401 points is a final written warning.
  • 601 is grounds for dismissing the employee after the above warnings have been given and they continue to accumulate absences.

When does the Bradford Factor reset?

You need to set a period over which you will measure the impact of staff absences. Most companies reset the calculator per rolling 12-month period.

The Bradford Factor and the law

We have seen both employers and employees ask if it the Bradford Factor is a legal tool to use. Put in layman's terms, the answer is yes!

No matter whether you’re managing part time workers or full-time workers, productivity and absenteeism are priority considerations when looking at business performance. Many companies use the Bradford Factor in the UK, even our own government. However, you must make sure to inform your employees that you will be using the Bradford Score Factor to track their absences.

A good practice is to include a policy highlighting this in any documents and contracts or including it in your staff handbook.

You can call a Croner contracts and documentation expert on 01455 858 132 to get FREE advice, whenever you need it.  

Call a Croner expert today

Implementing this HR tool in your workplace might take time and you’ll need to prepare the correct documentation to use it legally. Our contracts and documentation team are on hand to assist you with any paperwork you need and offer guidance every step of the way.
It’s worth noting that certain industries tend to have a higher rate of sick leave, such as health and social care and education. So, keep in mind that you must not inadvertently discriminate against employees with any health conditions.

Croner are here to help you with everything you need to implement the Bradford Factor correctly and equitably.

Get expert advice from our HR Advisory team, call us on 01455 858 132.