Bradford Factor Calculator UK
Work out a Bradford Factor score in seconds, see where it sits on the score chart, and understand how UK employers use it fairly. Free, with no sign-up.
The Bradford Factor is a formula used by UK employers to measure the disruptive impact of short-term, intermittent absences. It is calculated using the formula B = S² × D, where S is the number of separate absence spells and D is the total number of days absent in a rolling 12-month period.
The formula squares the number of spells, which means frequent short absences score much higher than one longer absence of the same total duration. For example, five one-day absences score 125 (5² × 5 = 125), whereas one five-day absence scores only 5 (1² × 5 = 5).
Many UK employers use Bradford Factor scores to trigger absence review meetings or formal action. However, the Bradford Factor is not a legal test — employers must still follow a fair process and must treat disability-related absences carefully under the Equality Act 2010.
The Bradford Factor formula
B = S² × D
S = number of separate absence spells | D = total days absent
Your Absences (rolling 12 months)
Enter each separate period of absence and how many days it lasted. Add one row per absence spell.
Bradford Factor score chart
Common example trigger points. There is no official scale: an employer's absence policy sets its own.
| Score | Band | Typical employer response |
|---|---|---|
| 0–44 | Low | Unlikely to trigger formal review. |
| 45–99 | Moderate | Some employers begin informal discussions at this level. |
| 100–199 | Concerning | Formal absence review meetings are common at this level. |
| 200–399 | High | Many employers issue written warnings or begin formal processes at this level. |
| 400+ | Very High | This level may be used to justify dismissal in some organisations. Seek advice. |
How to calculate a Bradford Factor score
- Count the spells (S). Each separate period of absence in the last 12 months is one spell, however long it lasted.
- Add up the days (D). The total number of days absent across all those spells.
- Square S, then multiply by D. B = S × S × D.
Worked example: an employee was off for 1 day in February, 2 days in May and 4 days in August. That is 3 spells (S = 3) and 7 days (D = 7), so the score is 3 × 3 × 7 = 63.
How the pattern changes the score
| Absence pattern | Calculation | Score |
|---|---|---|
| 1 absence of 10 days | 1² × 10 | 10 |
| 2 absences, 10 days in total | 2² × 10 | 40 |
| 3 absences of 1 day each | 3² × 3 | 27 |
| 5 absences, 10 days in total | 5² × 10 | 250 |
| 10 absences of 1 day each | 10² × 10 | 1,000 |
Frequently asked questions
What is the Bradford Factor?
The Bradford Factor is a formula (B = S² × D) used by employers to measure the impact of short-term, intermittent absence. It is widely used in UK HR and is usually said to come from research at the University of Bradford in the 1980s. Because the number of spells is squared, frequent short absences score far higher than one longer absence.
How do you calculate a Bradford Factor score?
Count the separate spells of absence in the period (usually the last 12 months) to get S, and add up the total days absent to get D. Square S and multiply by D. For example, 3 spells lasting 1, 2 and 4 days give S = 3 and D = 7, so the score is 3 × 3 × 7 = 63.
What is a good Bradford Factor score?
Lower is better, and a score of 0 means no absence. Many absence policies treat scores below about 45 to 50 as no cause for concern, but there is no official scale. The trigger points that apply to an employee are the ones in their employer's absence policy.
What Bradford Factor score triggers formal action?
There is no universal threshold. Different employers set different trigger points. Common informal benchmarks are: below 45 (low concern), 45 to 99 (informal discussion), 100 to 199 (formal review), 200 to 399 (written warning considered) and 400 or more (dismissal considered). An employer's absence management policy should set out its own thresholds.
What counts as a spell of absence?
A spell is one continuous period of absence, however long it lasts. A single day off is one spell, and a week off in one go is also one spell. Most employers count working days, and many policies exclude some types of absence, such as holiday, family leave and time off for dependants.
What period does the Bradford Factor cover?
Most employers use a rolling 12 months (or 52 weeks). Absences older than that drop out of the calculation, so a score falls over time if there are no new absences.
Can an employer dismiss someone based on their Bradford Factor score alone?
No. A Bradford Factor score alone is not enough to justify dismissal. The employer must still follow a fair procedure, including investigating the reasons for absence, holding a meeting, and offering a right of appeal. Dismissing without a fair process risks an unfair dismissal claim at an Employment Tribunal.
Are disability-related absences included in the Bradford Factor?
Employers should handle disability-related absences with great care. Counting them towards triggers without considering reasonable adjustments, such as discounting some of that absence or raising the trigger point, could amount to disability discrimination under the Equality Act 2010.
Should pregnancy-related sickness count towards a Bradford Factor score?
No. Treating a woman unfavourably because of pregnancy-related illness during her pregnancy and maternity leave is pregnancy discrimination under the Equality Act 2010. Pregnancy-related sickness should be recorded separately and left out of absence triggers.
How can I reduce my Bradford Factor score?
Because the number of spells is squared, having fewer separate absences makes the biggest difference, more than reducing the total number of days. Scores also fall as older absences drop out of the rolling 12-month period.
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