Bradford Factor Calculator
Calculate an employee's Bradford Factor score (S² × D) from absence spells and total days off in a rolling 52 weeks, see the typical trigger band and how frequent short absences raise the score.
How it works
Bradford Factor B = S² × D · S = number of separate spells of absence in a rolling 52-week period · D = total days of absence in the same period
The Bradford Factor, developed at the Bradford University School of Management in the 1980s, weights frequent short absences more heavily than a single long one, because unplanned one-day absences are the most disruptive to plan around. Squaring the number of spells means 10 separate days off score 1,000, while one 10-day absence scores just 10. Many employers set trigger points for a conversation or formal stage; the bands shown are a widely used example, not a rule. Absences linked to disability, pregnancy or other protected reasons should be excluded or treated with care.
Worked example
An employee had 3 separate absences totaling 6 days in the last 52 weeks. The Bradford Factor is 3² × 6 = 9 × 6 = 54, just inside the 51–124 band where many policies suggest an informal review. The same 6 days taken as one spell would score only 6.
Sources: CIPD — Absence management factsheet
Frequently asked questions
How is the Bradford Factor calculated?
Square the number of absence spells and multiply by the total days absent: S × S × D. Three spells totaling 6 days gives 3 × 3 × 6 = 54.
What is a bad Bradford Factor score?
It depends on the employer's policy. A common scheme is: under 51 no concern, 51–124 informal review, 125–399 first warning, 400–649 final warning, 650+ dismissal review. Always follow your own policy.
Why does the Bradford Factor punish short absences?
Because repeated short, unplanned absences are harder to cover than one planned long absence. Squaring the number of spells captures that disruption.
Is it fair to use the Bradford Factor?
Use it as a prompt for a supportive conversation, not an automatic sanction. Exclude or adjust absences related to disability, pregnancy or other protected reasons, and apply the policy consistently.
Related calculators
For planning and HR reporting only. Apply your own policies and local employment law, and treat each person fairly and consistently.