The Bradford Factor System: Bradford Factor Score System

The Bradford Factor system is a human resource management tool used to measure worker absenteeism and highlight the disruption caused by short-term absences. Some companies use the Bradford Factor to monitor periods of sickness absence, which triggers disciplinary action. However, using the Bradford Factor points system is a valuable tool that requires caution and should never entirely replace common sense.

Why Use The Bradley Factor System?

With 131 million days lost in 2013 due to sickness absence, the Bradford score system is becoming popular with human resources departments. With an average of 4.4 working days lost per UK worker, the average number of days may now be falling, but the issue remains a significant challenge to UK businesses. It can cause disruption and productivity dips. The problem has been highlighted with sharper focus since many companies now cannot claim back statutory sick pay following changes to UK government policy.
How do you calculate Bradford Factor scores?
The Bradford Factor score is calculated as follows: S² x D = B.
- Where S is the number of spells of sickness
- Where D is the total number of days off sick in 52 weeks.
What is a ‘good’ or ‘bad’ Bradford Factor score?
The Bradford Factor system is a way to use raw absenteeism data to determine how often an employee takes sick leave. While it is a valid human resource tool, it should not be used solely to dismiss staff. General guidelines for Bradford Factor system scores are as follows:
- Score between 0–50: No action needed required.
- Score between 51–124: Verbal warning.
- Score between 125–399: Written warning.
- Score between 400–649: Final written warning.
- Score => 650: Employee should be dismissed.
How To Address And Reduce Workplace Absenteeism Using The Bradford Factor Points System

The Bradford Factor points system is an excellent first step in managing absences in the workplace. It is highly beneficial for big companies, where relationships between workers and senior leaders are distant. However, as with all absences, the assessment must be handled sensitively, which wouldn’t be the case if the assessor were to rely solely on the Bradford absence system.
How Useful Are Bradford Factor Scores?

Bradford Factor scores, in many cases, need to be looked at in more detail. For example, short-term, frequent absences can be legitimate, and employees are often wrongly put under suspicion. However, this can be dealt with by excluding certain absence types from Bradford Factor calculations. Absences related to pregnancy, disability, or underlying illness will be eliminated quickly from the total points after a conversation with the employee concerned. It is recommended that medical evidence and reasonable adjustments should be made before applying the Bradford Factor system.
The Bradford Factor Score: Should You Use It?

The safest approach when using Bradford Factor calculations is to ensure that critical decisions, such as disciplinary action, are not based on Bradford Factor score alone. The scores act best as a trigger to prompt line managers to investigate a case further—when consistency and fairness have to be applied and when each case may be different.

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The Bradford Factor Scores System FAQs

How do you explain the Bradford Factor?

The Bradford Factor calculations are a blueprint employers use to determine the impact of employee absenteeism. The formula multiplies the number of employee absences by itself and then again by the number of days absent. The Bradford absence system emphasises short-duration absences over those of a more extended period to effectively manage and reduce any disruptive patterns of absence in the workplace.
How is the Bradford score system calculated?

The Bradford score system considers absence severity by allocating points to absences based on regularity and length within a specific period. The higher the score achieved using the system, the more disruptive the pattern of absence is likely to be in the workplace, supporting employers in effectively managing absenteeism.
What are the disadvantages of the Bradford Factor?

While employers regularly utilise the Bradford absence system, it can penalise occasional absences unfairly as it can overlook time off for legitimate reasons. The system isn’t without its faults, and it can lead to a culture of presenteeism as it can discourage employees from taking a legitimate absence from work. Additionally, the Bradford score system is rigid and may not be suited to all industries or accurately account for an individual’s circumstances.
What is better than the Bradford Factor?

Employers use Bradford Factor calculations, and some use the Lost Rate system to determine absenteeism. The Lost Rate system measures productivity in the workplace by monitoring the percentage of time lost due to elements such as absenteeism, equipment failure, and accidents. This system helps employers identify areas in which they can optimise efficiency.