Bradford Factor

How the Bradford Factor is calculated

The usual formula is S × S × D, where S is the number of separate sickness-absence spells and D is the total number of sickness days in the measurement period. Three spells totalling six days produce 3 × 3 × 6, or 54. One six-day spell produces 1 × 1 × 6, or 6.

The result therefore emphasises frequency, not just total time. GOV.UK's employer-practice research records its use by some employers, while also noting concerns about chronic conditions and disability.

When the score can mislead

If an employer uses the measure, its policy should say what counts as a spell or day, the review period, how linked absences are handled and which absences are excluded or adjusted. Apply the method consistently and let employees correct inaccurate records.

Scores can be distorted by part-days, recurring treatment, disability-related absence or an agreed absence arrangement. Pregnancy-related sickness should be recorded separately and must not count towards review or trigger points. For disability-related absence, decide individually whether changing or excluding the score is a reasonable adjustment. A transparent calculation is useful management information only when the underlying data and categories are sound.

What a score should trigger

A Bradford score may contribute to an absence trigger, but reaching a trigger should start a conversation. The Acas trigger-point guidance says a review point should not automatically lead to disciplinary action.

At review, check the reason and pattern, possible work causes, disability or pregnancy considerations, existing adjustments and support already tried. Record the human decision separately from the score. Small employers who cannot apply the measure consistently may get a fairer result from straightforward absence records and manager review instead.