The Bradford Factor has become a widely used tool to assess the impact of unplanned leaves, highlighting how frequent, short-term absences can disrupt operations more than longer ones.
While it’s a straightforward formula, its application requires care to ensure fairness and avoid unintended consequences—like encouraging presenteeism, where employees feel pressured to work while unwell.
Let’s not forget: we all need time away from work. Whether it’s to recover from illness, take a mental health day, or simply be home for a delivery, there are plenty of valid reasons to be absent. Rest is not just a luxury—it’s essential.
For businesses, the cost of absenteeism is high—about $3,600 per hourly team member per year. While there are always legitimate reasons to miss work, high rates of absenteeism may be the result of employee burnout, lack of motivation, or just really nice weather outside. But if your people are missing work regularly, your organization could be in trouble.
Insights like the Bradford Factor can help HR leaders make informed decisions, creating strategies that support their people while maintaining efficiency. In this article, we’ll explore what the Bradford Factor is, how it works, and how to use it effectively.
What is the Bradford Factor?
The Bradford Factor, otherwise known as the Bradford score, the Bradford scale, or the Bradford index, is a specific type of absenteeism measurement. Employers can use it to track their own rates of absenteeism, and it’s one of the methods researchers of absence management use in employment studies.
Named after Bradford University where it originated in the 1980s, the Bradford Factor is based on the theory that shorter, more frequent absences are more detrimental to an organization than longer, less frequent ones.
It measures absenteeism, either per team member or your team as a whole, by duration and frequency, and is used to quantify time off in a useful way for your business.
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How to calculate Bradford Factor scores
Calculating the Bradford Factor score is simple yet effective. It gives you a clear picture of how absenteeism affects your organization. Here’s the formula:
B = S² x D
Where:
- B is the Bradford Factor score
- S is the number of separate absence instances (spells) during a defined period, such as a rolling 52 weeks or calendar year
- D is the total number of days absent during that same period
Bradford Factor score calculation example
Here is an example of the Bradford Factor calculation in action:
Let’s say that two of your team members, Sam and Robin, come down with a bug.
Sam takes just over a week to recover and is absent for seven consecutive working days. Robin, however, takes less time to recover but is subsequently off on three separate occasions, which add up to seven days.
Using the Bradford formula, we calculate their scores:
- Sam: 1² x 7 = 7
- Robin: 3² x 7 = 63
Both Sam and Robin were absent for the same number of days, but Robin’s score is significantly higher. This indicates that Robin’s leaves of absence were more disruptive to the business due to the frequency of their absences.
What is a good Bradford Factor score?
A good Bradford score is a low one. When your score is lower, it suggests that your people have fewer short-term absences, which can be more disruptive to your business.
A good Bradford score shows that your team is consistent in their attendance, which helps boost your team dynamics as well as your productivity.
What is a bad Bradford score?
When an individual has a high Bradford score, it can have a more significant negative impact on your business. Any score above 100 is cause for concern. If the numbers start to go above 200, it’s likely that more serious action may be required.
Here’s an idea of what constitutes a good or high Bradford score and what each point means:
| Score | Meaning |
| Under 50 | Typical score for an average person |
| 50-100 | The threshold for concern or monitoring |
| 101-200 | Concern, closer monitoring, and potential verbal warning |
| 200+ | Further action required |
What’s behind a person’s high Bradford Factor score?
While the Bradford Factor is traditionally a measure of absenteeism, the problem a high score indicates might go beyond playing hooky. If you see that a team member routinely takes short absences, this could be a warning sign not about their performance but their health and/or wellbeing. Ask them how they’re doing instead of jumping into a conversation about performance. How’s their family? How’s their health—both mental and physical?
High Bradford Factor scores are a cause for concern but can mean more than you think.
Pros and cons of using the Bradford Factor metric
The Bradford Factor helps organizations evaluate and manage absenteeism by focusing on the frequency and duration of absences. It’s a tool that brings both advantages and challenges to the table, and understanding both can guide HR leaders in making strategic decisions for their own data and attendance tracking.
Pros
Benefits of using the Bradford Factor include:
- Clear, efficient scale for evaluation: The Bradford Factor offers a straightforward way to assess absenteeism. It helps organizations quickly identify patterns that might otherwise go unnoticed.
- Trackable data: This HR metric allows teams to monitor absenteeism trends over time, providing valuable insights into attendance patterns and how they change.
- Adjustable trigger points: Organizations can tailor the Bradford Factor to fit their unique needs by setting specific thresholds that align with their operational goals.
- Minimized disruptions: Fewer unexpected absences mean smoother operations and less disruption to team productivity.
Cons
While the Bradford Factor can help organizations quantify patterns of absenteeism and flag recurring short-term absences that may affect team performance, it’s not flawless. Relying too heavily on this metric can create these potential challenges:
- Arbitrary trigger points: A company’s thresholds might not always reflect individual circumstances, leading to potential misinterpretations of absence patterns
- Lack of specificity and visibility: The Bradford Factor reduces complex absenteeism issues to numbers, which may cause companies using it to overlook the reasons behind absences and miss the bigger picture
- Limited accommodations for certain groups: The metric may inadvertently disadvantage those with chronic illnesses or disabilities, risking potential discrimination issues. Additionally, it can be especially challenging for parents of young children, who may need to take more frequent short-term absences due to their kids getting sick or needing care—situations that the metric can unfairly penalize.
- Potential for increased presenteeism: The focus on reducing absences could lead to presenteeism, where team members come to work while unwell, putting both their own health and that of others at risk
- Impact on employer brand reputation: Relying heavily on this metric might give the impression of a rigid work environment, potentially affecting how current and prospective team members perceive the company
How to use the Bradford Factor effectively
If used wisely, the Bradford Factor can help you gain insights into attendance patterns while building a supportive environment for your team.
1. Be aware of potential bias
When reviewing Bradford Factor scores, consider the full picture. Not all absences are equal—some may stem from chronic health conditions, disabilities, or other legitimate circumstances. Recognizing this helps prevent interpretations based on unconscious bias and promotes fair, inclusive decision-making.
Before taking any action based on a high score, review the individual’s absence history in detail. Cross-reference with any known accommodations or disclosed health needs, and consult your HR lead if you need further clarification. Use the score as a conversation starter rather than a conclusion.
2. Gather additional information to inform Bradford Factor scores
Don’t rely solely on Bradford scores. Combine them with other relevant data, such as overall performance reviews and attendance history, for a well-rounded view. This approach provides a more accurate picture of your team members’ attendance behaviors and how they affect both individual performance and the team as a whole.
3. Use scores as an opportunity for discussion
Use high Bradford scores as a starting point for conversation rather than immediate disciplinary action. Engage in open, empathetic discussions to understand the reasons behind a team member’s absences—whether they’re related to health, caregiving responsibilities, or other personal challenges. This approach reinforces that their wellbeing matters and builds trust.
Schedule a private, supportive check-in to explore how the organization can offer assistance—whether through flexible scheduling, workload adjustments, or access to wellness programs and resources. Document the conversation and any follow-ups to ensure transparency.
4. Leave room for employee accommodations
Creating an inclusive absence management strategy means recognizing that one size doesn’t fit all. Some team members may face health-related challenges or caregiving responsibilities that require flexibility and legal protections.
To promote fairness and reduce compliance risks, organizations can take the following steps:
- Build in space for accommodations: Ensure your policies support team members dealing with long-term health conditions, disabilities, or caregiving responsibilities. Align practices with relevant regulations, such as the Family and Medical Leave Act (FMLA) or Title I of the Americans with Disabilities Act (ADA).
- Keep policies current: Regularly review attendance and disciplinary policies with legal or HR counsel to ensure they reflect the latest legislation and best practices.
- Equip managers with the right tools: Train managers to identify when legal protections may apply and to approach conversations about absences with empathy, consistency, and professionalism.
<<Download a free attendance policy template to help clarify team expectations.>>
5. Implement back-to-work interviews and support systems
Hold return-to-work interviews after each absence, especially if a team member had an extended leave. These conversations create space to understand the reasons behind the absence, address any ongoing concerns, and assess whether they need additional support.
Use these interviews to develop a personalized reintegration plan. This might include temporarily adjusting their workload, working from home, or connecting the team member with mental health and wellbeing resources. A thoughtful approach helps ease the transition and reinforces your commitment to their success.
6. Address people’s motivation and happiness at work
Use your insights as an opportunity to explore whether your company values, culture, or policies align with what your people need to feel engaged and supported.
Collect feedback through regular check-ins, engagement surveys, or stay interviews. Look for patterns that suggest disengagement, and take meaningful steps—like revisiting recognition programs or team dynamics—to create a more motivating work environment.
<<Use these free employee satisfaction survey templates to take the pulse at your business.>>
7. Consider offering flexible work options
Flexible work arrangements—like remote work, flexible hours, or compressed schedules—can make a significant difference for professionals managing personal or health-related challenges. Flexibility helps reduce stress, supports work-life balance, and often leads to more consistent attendance.
Evaluate where you can build flexibility into roles across your organization. Encourage managers to have open conversations about individual needs and document any agreed-upon arrangements to ensure clarity and consistency.
Bradford Factor trigger points and how to reduce your Bradford score
You can’t reduce Bradford Factor scores without tackling them head-on. To do so, we suggest creating a set of thresholds for your people and a loose action plan to go with it.
We say “loose action plan” because not all absences are the same. While someone who’s regularly absent without cause is a problem for the organization, a team member with a chronic illness is something you can consider making accommodations for.
When it comes to figuring out at which points you should take action, there’s no hard and fast rule. However, you can use this standard scale as a baseline for annual absences:
| Points | Action |
| 101 points | Verbal warning |
| 201 points | Written warning |
| 401 points | Final warning |
| 601 points | Dismissal |
Make this scale public and transparent so your people understand the repercussions of their absenteeism on the business. At the very least, this scale can encourage people to talk with their manager about what’s happening with them, shed some light on the reasons behind their absences, and (hopefully) motivate them to re-engage with their work.
<<Download the guide to motivating your people and boosting engagement.>>
Use HR tech to simplify Bradford Factor monitoring
In the digital age of business, HR tech has become integral to managing and understanding your team’s behavior. Using HR tech to track employee time and attendance, including absenteeism rates, can help simplify absence management and monitoring while also providing data-driven insights. And an integrated leave management system can help to ensure transparent and easy management of time-off requests.
The right HR software can help foster clear communication with your team and enrich the process of utilizing Bradford Factor calculations by providing a wealth of data-based knowledge.
Bradford Factor FAQs
When does a Bradford Factor score reset?
The Bradford Factor score usually resets annually or after a set 52-week period. This reset provides a fresh start each year, allowing organizations to track attendance trends and make improvements based on the most recent data.
Is it legal to use the Bradford Factor as a basis for termination?
Using the Bradford Factor as a sole basis for termination can be tricky. It’s crucial to consider the legal implications and ensure that your practices comply with employment laws. It’s best to use this metric as one of several tools for managing absenteeism and not as the only reason for serious decisions like termination.
Are frequent absences more damaging for a business than longer ones?
Yes—frequent short-term absences often cause more disruption than longer, continuous ones. That’s because they’re unpredictable, making it harder for teams to plan, allocate work, and maintain momentum. Even short absences can interrupt projects, delay decisions, and increase the pressure on co-workers to cover tasks on short notice.
This is precisely what the Bradford Factor is designed to highlight. It emphasizes the cumulative impact of repeated short-term absences, which can erode team efficiency and morale over time—even if the total days missed are fewer than a single long-term absence.
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Which industries use the Bradford Factor?
Many industries, including healthcare, manufacturing, and customer service, rely on the Bradford Factor. These sectors often need to manage absenteeism closely to maintain productivity and service quality. Bradford scores provide a structured approach to monitoring and addressing attendance issues.
How does a Bradford Factor score relate to absenteeism?
The Bradford Factor score is a numerical reflection of absenteeism patterns. It highlights the disruptive nature of repeated absences by focusing on frequency and duration. This helps HR teams identify patterns and address any underlying issues.
