Bradford Factor Calculator

The Bradford Factor score works by measuring the impact of employee absence on a business. It uses a formula that gives greater weight to frequent short-term absences than occasional long-term absences: S² (Number of separate absences) x D (Total number of days absent) = Bradford Factor score.

Because the number of absence spells is squared, the score rises quickly when absences happen repeatedly. For example, one 10-day absence scores much lower than five separate 2-day absences, even though the total days absent are the same.

Many organisations use Bradford Factor scores to identify attendance patterns and trigger reviews or wellbeing conversations. Scores are typically monitored over a rolling 52-week period and can help managers spot potential issues early. However, the Bradford Factor should be used alongside fair absence policies and individual circumstances, not as the sole basis for disciplinary action.

A Bradford score of 64 indicates a level of absence that may start attracting attention under some attendance policies. It is commonly calculated like this:

4² × 4 = 64

This example means an employee had 4 separate absences totalling 4 days overall.

The Bradford Factor is designed to highlight repeated short-term absences, as these are often seen as more disruptive than a single longer absence. A score of 64 is not usually considered severe, but in some organisations it may trigger an informal review or manager discussion.

Because every business sets its own thresholds, the meaning of a score of 64 can vary. Employers should also consider context, wellbeing, and any medical conditions before making decisions based on the score alone.

A Bradford Factor score of 72 is usually considered a moderate concern, rather than a severely high score. In some organisations, scores between 50-99 may trigger an informal conversation or attendance review with the employee.

For example, a score of 72 could come from: 3² x 8 = 72. This means 3 separate absences totalling 8 days.

The Bradford Factor scoring system focuses more heavily on repeated absences than total number of days off, so several short absences can quickly increase the score. Whether 72 is considered “bad” depends on an organisation’s absence policy, the reason for the absences, and any underlying medical or personal circumstances. Many employer use these scores as an early warning sign and monitoring tool, rather than a disciplinary measure on its own.

A “good” Bradford Facto score is generally considered to be low, as this indicates fewer absences. Many organisations view scores under 50 as acceptable or of low concern.

However, there is universal scoring system. Employers often set their own trigger points depending on company policy and staffing requirements. Typical examples include:

0-49: Low concern 50-99: Informal conversation or attendance review 100+: Formal monitoring may be needed 400+: Serious concern in some organisations

A lower score usually means absence are either infrequent or grouped into longer periods, which are generally easier for a business to manage. The Bradford Factor should always be considered alongside the employee’s circumstances, wellbeing, and absence history.

The Bradford Factor is calculated using the formula: S² (Number of separate absences) x D (Total number of days absent) = Bradford Factor score

For example, if an employee has been absent 4 separate times for a total of 8 days: 4² x 8 = 128.

This formula places more weight on frequent short-term absences than on one long absence, as repeated absences are considered more disruptive to businesses. Most organisations calculate scores over a rolling 52-week period.