Bradford Score Calculator
Calculate employee absenteeism scores using the Bradford Factor formula (S² × D). Identify high-risk absence patterns and manage HR attendance effectively.
Bradford Factor Calculator
Calculate absence score for a rolling 52-week period
Total number of separate instances (spells) of absence in the last 52 weeks
Total number of working days lost to absence in the last 52 weeks
Absence Risk Assessment
Bradford Factor score and HR recommendations
Enter the number of absence spells and total days absent, then click Calculate to determine the Bradford Factor score and risk level.
Bradford Factor Thresholds
Standard scoring thresholds used by HR departments to trigger absence management interventions.
| Score Range | Risk Level | Recommended HR Action |
|---|---|---|
| 0 – 50 | Low | No action required. Monitor normally. |
| 51 – 125 | Medium | Verbal warning and informal review of absence triggers. |
| 126 – 250 | High | First written warning and formal return-to-work interview. |
| 251 – 400 | Very High | Final written warning or formal disciplinary hearing. |
| 401+ | Severe | Dismissal review or strict disciplinary action. |
Bradford Factor FAQ
Everything you need to know about the Bradford Formula, absence management, and HR compliance.
The Bradford Factor is a human resources tool used to measure the impact of employee absenteeism on a business. It operates on the principle that frequent, short-term absences are more disruptive to an organization than infrequent, long-term absences. It generates a numerical score to help HR professionals identify high-risk absence patterns and manage attendance effectively.
The Bradford Score is calculated using the formula: S² × D. In this formula, ‘S’ represents the total number of separate spells (instances) of absence in a rolling 52-week period, and ‘D’ represents the total number of days absent during that same period. By squaring the number of spells, the formula heavily penalizes frequent short absences.
The formula uses S² (spells squared) because frequent, short-term absences are generally more disruptive to business operations than a single, long-term absence. For example, an employee taking 2 separate 2-day absences (4 days total) gets a score of 16 (2² × 4). However, an employee taking 1 continuous 4-day absence gets a score of only 4 (1² × 4). The squaring element highlights the operational impact of repeated disruptions.
A ‘good’ Bradford Score is generally considered to be below 50, which indicates a low risk of disruptive absenteeism. Scores between 51 and 125 are typically viewed as medium risk, warranting a verbal review. Scores above 125 indicate high to severe risk, usually triggering formal disciplinary procedures or written warnings. The exact thresholds can vary depending on a company’s specific absence policy.
Yes, the Bradford Factor is legally compliant and widely used in the UK and globally, provided it is applied fairly and consistently. However, employers must ensure that the policy does not discriminate against employees with disabilities or chronic conditions protected by equality laws (such as the Equality Act 2010 in the UK). Reasonable adjustments should be made, and the score should be used as a trigger for a conversation, not an automatic reason for dismissal.
The Bradford Factor should be calculated using a rolling 52-week (one year) period. This means that every time a new absence occurs, the oldest absence from 52 weeks ago drops out of the calculation. Most HR departments run the calculation monthly or quarterly during absence review meetings to track trends and identify when an employee triggers a formal warning threshold.