Bradford Factor Calculator
Calculate employee absence scores using the Bradford Factor formula. Understand absence patterns and make informed HR decisions.
The Bradford Factor formula is B = S² x D, where S is the number of separate absence spells and D is the total days absent in a rolling 12-month period. Scores above 125 typically trigger a formal review. ACAS guidance on managing absence →
How many separate occasions has the employee been absent?
Total number of days absent across all instances.
Bradford Factor Formula:
Where S = number of spells, D = total days absent
Enter values above to calculate the Bradford Factor score.
What is the Bradford Factor?
The Bradford Factor is a widely-used formula that helps UK employers identify and measure patterns in employee absence. It was developed at the Bradford University School of Management in the 1980s and has since become one of the most common absence management tools used by HR teams across the United Kingdom.
The core principle is straightforward: frequent short-term absences are more disruptive to a business than longer, less frequent absences. An employee who takes ten separate single-day absences creates far more scheduling disruption, management overhead, and team productivity loss than an employee who takes one continuous ten-day absence for a planned operation.
The formula captures this by squaring the number of absence spells before multiplying by total days absent. This means the number of separate occasions matters significantly more than the total duration. Employers typically calculate Bradford Factor scores over a rolling 52-week period and use the results to trigger conversations, reviews, or formal procedures as part of a fair and consistent attendance policy.
The Bradford Factor Formula
Bradford Factor Score
The resulting score
Spells of Absence
Number of separate occasions
Total Days Absent
All days across all spells
How to Calculate Bradford Factor
The calculation itself is simple once you have the right numbers. Here are three worked examples showing how different absence patterns produce very different scores.
Spells (S)
1
Spells (S)
1
Days (D)
10
Score
10
A single planned absence produces a low score — no action needed.
Spells (S)
5
Spells (S)
5
Days (D)
10
Score
250
Same total days off, but 25 times higher score — this pattern suggests a formal review may be needed.
Spells (S)
3
Spells (S)
3
Days (D)
6
Score
54
For part-time workers, only count contracted working days. Some employers also pro-rata their trigger thresholds — for example, reducing a 200 trigger to 120 for a 3-day worker (200 × 3/5 = 120).
What do Bradford Factor scores mean?
Most UK employers use a tiered system of trigger points. The table below shows typical thresholds, though your organisation may set different levels depending on your industry and absence management policy.
| Score Range | Level | Typical Action |
|---|---|---|
| 0 – 49 | No concern | No action required. Normal absence pattern. |
| 50 – 124 | Informal warning | Informal conversation with the employee to understand reasons. |
| 125 – 399 | Formal warning | Formal absence review meeting. Written warning may follow. |
| 400 – 649 | Final warning | Final written warning with an improvement plan. |
| 650+ | Dismissal consideration | Potential dismissal after full disciplinary process. |
Important: These thresholds are guidelines, not legal requirements. There is no legally mandated set of Bradford Factor trigger points. Your organisation should set its own thresholds in its absence management policy, and any action must follow a fair process.
Is the Bradford Factor Legal?
Yes — the Bradford Factor is a perfectly legal tool for UK employers to use. There is no law that prevents you from using it as part of your absence management policy. However, it must be used fairly and alongside other factors, never as the sole basis for disciplinary action or dismissal.
ACAS guidance recommends that employers consider the reasons behind each absence before taking action. A high Bradford Factor score might indicate a problem, but it does not tell you why someone has been absent.
You must also be careful with disability-related absences. Under the Equality Act 2010, employers are required to make reasonable adjustments for disabled employees. This may include discounting disability-related absences from Bradford Factor calculations or adjusting trigger point thresholds. Failing to do so could amount to disability discrimination.
You can
- Use it as part of a fair absence management policy
- Set your own trigger point thresholds
- Use it to identify patterns and start conversations
You must not
- Use it as the sole reason for dismissal
- Include disability-related absences without adjustment
- Skip a fair process before taking disciplinary action
How do UK employers use the Bradford Factor?
Many UK employers incorporate the Bradford Factor into their absence management policies as part of a fair and consistent approach to managing attendance:
- Trigger points for action: Setting thresholds that trigger informal conversations, formal meetings, or disciplinary procedures.
- Identifying patterns: Spotting employees whose absence patterns may indicate underlying issues that need support.
- Objective measurement: Providing a consistent metric that removes subjectivity from absence discussions.
- Return-to-work conversations: Using scores to guide the tone and content of absence-related meetings.
Important Considerations
While the Bradford Factor is a useful tool, it should never be used in isolation. Employers should always:
- Consider the context and reasons behind absences
- Be mindful of disability-related absences and Equality Act 2010 obligations
- Use the score as one factor among many in absence management decisions
- Ensure any action taken is fair, consistent, and documented
Frequently Asked Questions
What is a good Bradford Factor score?
A Bradford Factor score below 50 is generally considered good and indicates a normal absence pattern with no cause for concern. Scores between 50 and 124 are moderate and may prompt an informal conversation. Above 125, most employers would consider some form of formal review. However, "good" is relative to your organisation’s own trigger points and industry norms. Shift-based workplaces or healthcare settings often set lower thresholds because of the greater impact of unplanned absences.
How do you calculate the Bradford Factor for part-time workers?
The formula works exactly the same way for part-time staff: B = S² × D. The key difference is that you should only count contracted working days when calculating total days absent (D). If a part-time employee works 3 days per week and misses a full week, count it as 3 days absent, not 5. Many employers also adjust their trigger point thresholds proportionally. For example, if your full-time threshold for a formal review is 200, a 3-day-per-week worker’s adjusted threshold would be 120 (200 × 3/5).
Is the Bradford Factor fair?
The Bradford Factor is a helpful starting point for identifying concerning absence patterns, but it has limitations. It does not account for the reason behind an absence — a broken leg is treated the same as a hangover. It can disproportionately affect employees with chronic conditions or disabilities. ACAS recommends using it as one tool among several, never as the sole basis for action. To use it fairly, exclude or adjust for disability-related absences, consider the reasons behind each spell, and always follow a proper process before taking any formal steps.
What happens when you reach a Bradford Factor trigger point?
When an employee’s Bradford Factor score reaches a trigger point set by your organisation, it typically initiates a staged response. At the first threshold (often 50–124), the employee’s line manager usually holds an informal return-to-work conversation to explore the reasons. At higher thresholds (125–399), a formal absence review meeting may take place, and support options such as occupational health referrals are discussed. If the score continues to rise (400+), formal written warnings and improvement plans are issued. The key is that reaching a trigger point starts a conversation, not automatic punishment.
Can you be sacked for a high Bradford Factor score?
You can be dismissed for persistent short-term absence, and a high Bradford Factor score can be used as evidence of an attendance problem. However, a score alone is not sufficient grounds for fair dismissal. Your employer must follow a proper process: investigating the reasons for absence, holding formal meetings, giving you the opportunity to explain, issuing warnings, and considering alternatives such as adjustments or redeployment. Disability-related absences must be handled with reasonable adjustments under the Equality Act 2010. Dismissal without proper process could be found unfair at an employment tribunal.
Explore Related Resources
Blog Posts
Bradford Factor Calculator: Complete Guide for UK Employers [2026]
Learn how to calculate the Bradford Factor, understand typical trigger points, and use this absence management tool fairly and legally.
Read moreAbsence Management Policy Template for UK Employers
A ready-to-use absence management policy template covering reporting procedures, return-to-work interviews, Bradford Factor trigger points, and employee support.
Read moreLet Grove handle the numbers
Stop manually calculating Bradford scores. Grove automatically tracks absences, calculates scores, and alerts you when thresholds are reached.
30-day money-back guarantee. Cancel anytime.