Bradford Factor calculator
Score an absence pattern with the Bradford Factor formula. Enter the number of separate absence spells and the total days absent to see the score and its band.
Bradford Factor score
1000
—
How the Bradford Factor is calculated
Formula
Bradford Factor = S² × D
S = number of separate absence spells · D = total days absent
Because S is squared, frequency dominates. One absence of 10 days scores 1² × 10 = 10, but ten separate one-day absences score 10² × 10 = 1,000 — the same total days, a hundred times the score. That's the point: scattered short absences are harder to cover than one planned block.
Worked examples
Three NovaTech employees were each absent for 10 days in a year:
| Absences | Spells (S) | Days (D) | Score |
|---|---|---|---|
| One block of 10 days | 1 | 10 | 1² × 10 = 10 |
| Three spells (4 + 4 + 2 days) | 3 | 10 | 3² × 10 = 90 |
| Ten single days | 10 | 10 | 10² × 10 = 1,000 |
The same ten days score 10, 90 and 1,000. A day count can't show that pattern; the score can.
Typical trigger bands
The bands below are a common starting point, but every employer sets its own thresholds and should weigh the reasons behind absences (and any disability-related context) before acting.
- 0–50 — no concern
- 51–200 — worth an informal note / awareness
- 201–400 — review / wellbeing conversation
- 401+ — formal review
How to use it fairly
A Bradford score is a flag, not a verdict. Before acting on one:
- Exclude what shouldn't count. Pregnancy-related and disability-related absence, and pre-planned leave, shouldn't raise a score. Penalising them can be unlawful discrimination in many countries.
- Look at the reason, not only the number. A high score can mean a health condition, caring duties or burnout rather than unreliability.
- Be open about it. Tell staff how the score is calculated and what the bands are.
- Start a conversation, never an automatic sanction.
Limits of the Bradford Factor
- It can push people to work while ill (presenteeism), which often costs more than the absence.
- It treats every short absence the same, whatever the cause.
- One bad quarter, such as a run of migraines, can produce an alarming score that misrepresents someone.
Used as one input next to a conversation, it's useful. Used as an automatic disciplinary trigger, it's a liability.
See also: absenteeism, presenteeism, sick leave, and absence management.
Frequently asked questions
- What is the Bradford Factor formula?
- Bradford Factor = S² × D, where S is the number of separate absence spells and D is the total number of days absent, measured over a rolling period (usually 52 weeks).
- What is a high Bradford Factor score?
- There's no universal threshold — each employer sets its own trigger points. Common bands are 51+ for an informal note, 201+ for a review, and 401+ for formal action, but the context behind the absences always matters.
- Why does the Bradford Factor weight frequent absences so heavily?
- Because the number of separate spells is squared. Many short, unplanned absences are more disruptive to a team than one long, planned one — squaring S captures that, so ten one-day absences score far higher than one ten-day absence.
Track Bradford scores automatically
Absenca calculates a live Bradford Factor for every employee from their real absence history — no manual tallying. Free for up to 10 people.