The Bradford Factor is a simple score that many UK employers use to spot patterns of short, frequent absence. It is not set by law, and Acas does not prescribe it, so how you use it matters as much as the number itself.
How it is calculated
The usual formula is:
B = S × S × D
where S is the number of separate spells of absence and D is the total number of days absent, both over a set period, usually the last 52 weeks.
Because the number of spells is squared, frequent short absences score much higher than one long absence:
| Pattern over 52 weeks | Spells (S) | Days (D) | Score |
|---|---|---|---|
| One absence of 10 days | 1 | 10 | 10 |
| Two absences of 5 days | 2 | 10 | 40 |
| Five absences of 2 days | 5 | 10 | 250 |
| Ten one-day absences | 10 | 10 | 1,000 |
That is the point of the score: ten Mondays off are more disruptive to a shift team than one planned operation.
Using it fairly
- Treat a high score as a prompt to talk, not a verdict. Acas advises that review points should not automatically trigger disciplinary action; treating them punitively can push people back to work before they are well.
- Look behind the number. A disabled employee may need regular time off for treatment and reach review points sooner. Acas suggests considering adjusted review points, or not counting absence related to disability or pregnancy.
- Be consistent. Use the same period and the same thresholds for everyone, and write them into your absence policy.
- Use it alongside other measures. Lateness and no-shows tell you different things from sickness.
How Yumee Workforce helps
Yumee Workforce shows each person's Bradford Factor over the last 52 weeks in the absence reports, next to lateness, no-shows and holiday usage, built from the same clock records and time-off requests you already have. More about time off and absence.
This guide is general information, not legal or HR advice.
Sources
- Acas: Absence trigger points
- Acas: Absence from work