The Bradford Factor is calculated as B = S squared x D, where S is separate absence spells and D is total days absent. It can flag frequent short-term absence, but UK employers should use it as a review prompt, not an automatic disciplinary trigger.
How this Bradford Factor calculator works
The Bradford Factor is a simple absence score. It gives extra weight to frequent short absences by squaring the number of separate absence spells, then multiplying that figure by the total number of days absent.
The formula can be useful because five separate one-day absences usually cause more rota disruption than one five-day absence. The risk is that the formula does not know why someone was absent. It cannot spot disability-related absence, pregnancy-related sickness, a long-term health condition, bereavement or workplace stress.
Use this calculator after you have decided which absences count under your policy. ACAS guidance on absence trigger points says trigger systems should not automatically start a disciplinary process, and ACAS guidance on disability-related absence explains that adjusting trigger points may be a reasonable adjustment.
Worked examples
How to interpret the score
There is no legal definition of a low, medium or high Bradford Factor score. Many employers set internal trigger bands in their absence policy, but those bands are management tools, not legal rules. This calculator uses common illustrative bands because users expect a plain-English interpretation, but your policy and the employee's circumstances matter more than the number.
| Score range | Typical interpretation | Safe employer response |
|---|---|---|
| 0 to 50 | Low disruption pattern | Keep records accurate and hold normal return-to-work conversations. |
| 51 to 100 | Watch point | Check whether the pattern needs informal support or monitoring. |
| 101 to 200 | Review point | Hold a structured absence review and check causes, support and adjustments. |
| 201 to 500 | High disruption pattern | Escalate carefully under the policy, with evidence and case-by-case review. |
| 500+ | Very high score | Senior HR review recommended before any formal action. |
What to exclude or adjust before calculating
The safest approach is to decide what counts before running the number. Pregnancy-related absence, some disability-related absence, family leave, bereavement leave and time off for dependants should not be swept blindly into the same formula as ordinary short-term sickness.
ACAS says reasonable adjustments can include not counting some or all disability-related sickness absence towards trigger points, or increasing the number of absences that will trigger a review. GOV.UK also explains that employers must make reasonable adjustments so disabled workers are not substantially disadvantaged.
What this calculator does not do
This calculator does not decide whether absence is genuine, whether an employee is disabled, whether a dismissal would be fair, whether a trigger point is lawful, or whether a reasonable adjustment is required. It also does not replace return-to-work meetings, medical evidence, occupational health advice or employment law advice.
That limitation is important. A neat score can give a false sense of certainty. In real absence management, the safer process is: record the absence, hold a return-to-work meeting, check the reason, check for disability or pregnancy issues, consider support, then decide whether the policy requires any further action.
FAQs
What is the Bradford Factor formula?
The Bradford Factor formula is B = S squared multiplied by D, where S is the number of separate absence spells and D is the total number of absence days in the review period. For example, four separate absences totalling 10 days gives 4 x 4 x 10 = 160.
What is a high Bradford Factor score?
There is no legal definition of a high Bradford Factor score. Some employers use bands such as 50, 100, 200 and 500 as internal review points, but those numbers are policy choices, not legal thresholds. The score should trigger a conversation and review, not automatic action.
Is the Bradford Factor legal in the UK?
The formula itself is not banned, but using it rigidly can create risk. ACAS says absence trigger points should not automatically start a disciplinary process, and employers may need reasonable adjustments where disability-related absence affects trigger points.
Should disability-related absence be included?
Not automatically. ACAS says reasonable adjustments can include not counting some or all disability-related sickness absence towards trigger points, or increasing the trigger level. Employers should consider the individual circumstances before relying on a Bradford score.
Can I use the Bradford Factor for pregnancy-related absence?
Be very careful. Pregnancy-related sickness should be handled separately from ordinary sickness absence because pregnancy and maternity have specific legal protections. A Bradford score should not be used mechanically against pregnancy-related absence.
Is the Bradford Factor better than return-to-work meetings?
No. A Bradford score can show a pattern, but it cannot explain the cause. Return-to-work meetings, medical evidence where needed, policy consistency and reasonable adjustments are usually more useful than the score alone.
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Sources
| Source | What it covers |
|---|---|
| ACAS · Absence trigger points | How trigger points should be used and why they should not automatically start disciplinary action. |
| ACAS · Disability-related absence | Reasonable adjustments to absence triggers, including excluding or adjusting disability-related absence. |
| ACAS · Returning to work after absence | Return-to-work meetings, medical advice and reasonable adjustments after sickness absence. |
| GOV.UK · Reasonable adjustments | Employer duty to make reasonable adjustments for disabled workers. |
| GOV.UK · Taking sick leave | Fit note timing and basic sick leave evidence rules. |
| Equality Act 2010, section 20 | The statutory duty to make reasonable adjustments. |