The Bradford Factor?

If you’ve ever managed a team, you’ll know that staff absence can be a real headache. But while everyone gets sick from time to time, it’s the pattern of absences, not just how many days someone is off, that can really disrupt the flow of a business.

That’s where the Bradford Factor (also known as the Bradford index, the Bradford scale and other names) comes in. Whether you call it Bradford points, the Bradford sickness score, or just “that formula HR uses,” here’s what you need to know.

What is the Bradford Factor?

The Bradford Factor is a simple way to quantify the impact of employee absence. It’s based on the idea that frequent, short-term absences are usually more disruptive to a business than occasional long-term ones.

Why? Because they’re harder to plan around.

The Bradford formula for sickness looks like this: B = S² x D 

Where:

• B = Bradford score

• S = Number of spells of absence

• D = Total number of days absent

This system allows you as an employer to assign a measure value (The Bradford sickness score) to each employees’ absence pattern, helping to flag when a conversation might be needed.

So, if someone is off 3 times in a year, for 6 days total, their Bradford score would be: 3² x 6 = 54

Compare that to someone with one 10-day absence: 1² x 10 = 10

Even though the second person was off for longer, their absence was less disruptive according to the Bradford Factor.

Where did the Bradford Factor come from?

The Bradford Factor was developed at the Bradford University School of Management in the 1980s. Researchers were studying patterns of absenteeism and discovered that frequent short-term absences were often more disruptive than occasional long ones.

The concept was originally intended to support large organisations, especially in sectors like manufacturing and customer service, where regular attendance is crucial for smooth operations.

Since then, the Bradford index has been adopted by many businesses as a tool to flag potential absence issues early—before they start affecting team productivity or morale.

Why use the Bradford index?

The Bradford index gives you a clearer picture of how disruptive absence might be to your business. It’s especially useful in settings where even one missing team member can cause a chain reaction. Like customer service, retail, or healthcare.

It’s important to note that it’s not about punishing people for being sick. It’s about spotting patterns early, so you can offer support before issues escalate.

Real world examples of using the Bradford points system

Let’s say you manage a retail team.

• Sophie has had 6 one-day absences this year: Bradford points = 6² x 6 = 216

• Jack has had 2 absences totalling 6 days: Bradford points = 2² x 6 = 24

Sophie’s total time off isn’t higher but her Bradford sickness score is. That score acts as a flag, prompting a chat to see if she’s okay or if there’s a pattern that needs attention.

Advantages of the Bradford Factor

Spot absence trends early

The Bradford index makes it easy to identify when short-term absences are becoming frequent. That means you can step in earlier with support or solutions.

Encourages fairness and consistency

Everyone is measured against the same formula. This helps avoid the perception of unfair treatment and supports consistent absence management across departments.

Promotes better communication

High Bradford scores can act as a trigger for informal wellbeing check-ins or formal return-to-work interviews.

Helps with planning and resourcing

By flagging high Bradford scores, you can better manage team cover, reduce burnout in others, and maintain service levels.

Easy to calculate

You don’t need complex systems to use it. Many HR platforms (like BrightHR) calculate Bradford points automatically, but you can also work them out manually using a simple spreadsheet.

Disadvantages of the Bradford Factor

It doesn’t consider context

The Bradford score doesn’t distinguish between an employee with genuine, recurring sickness and one who’s calling in sick without reason.

Conditions like migraines, asthma, or caring responsibilities can result in frequent short absences and high Bradford points—even when the employee is doing their best.

Risk of stress and resentment

If used rigidly, it can cause anxiety, especially for those managing health conditions. And if not handled carefully, your staff may feel they’re being penalised for being unwell, especially if they suffer from long-term conditions that cause intermittent absences.

Potential for discrimination

If not applied carefully, and if you apply the Bradford formula to pregnancy-related absences, disability-related illness, or statutory leave (like carers or parental leave), you could be breaking the law.

Doesn’t address root causes

The Bradford Factor tells you that there’s a problem—but not why. You’ll still need to dig deeper to understand and resolve the issue.

When not to use the Bradford formula

You should not use the Bradford Factor to monitor absences related to:

• Disabilities or long-term medical conditions

• Pregnancy or maternity

• Protected leave (shared parental leave, time off for dependents)

• Mental health conditions that are covered under the Disability Discrimination Act 1992

Using Bradford points in these contexts could be discriminatory. Always apply your policy in line with employment law and seek HR or employment relations advice if in doubt.

How to use the Bradford Factor fairly and effectively

Set clear thresholds

Decide what scores will trigger different types of action. For example:

• 100: Informal check-in

• 200–300: Formal absence review

• Over 400: Possible HR involvement or occupational health referral

Make sure these thresholds are outlined in your absence policy.

Communicate the policy clearly

It’s best to make sure that your employees understand:

• What the Bradford index is

• How it’s used

• What happens if certain thresholds are reached

Transparency builds trust and helps reduce fear.

Focus on conversations, not punishments

A high Bradford sickness score should start a conversation—not a disciplinary process. Ask open questions:

• “How are you doing at the moment?”

• “Is there anything affecting your ability to come in?”

• “Is there anything we can do to support you?”

Keep good records

Document absences, return-to-work interviews, and any support offered. This helps you spot wider trends and ensures fair treatment if absence levels continue to rise.

Be flexible and fair

Use the Bradford Factor alongside other tools, like wellbeing initiatives, occupational health advice, and flexible working options, to support employees as individuals, not statistics.

Get a system that calculates the Bradford score for you

Whatever you call it, the Bradford Factor, Bradford index, Bradford formula isn’t a silver bullet. But used sensibly, it can be a powerful tool to support attendance, spot potential problems, and keep your team running smoothly.

It’s not about crunching numbers. It’s about using those numbers to understand what your people need—and helping them thrive at work.

If you’re looking for an easier way to track absences and run reports that include the Bradford Factor metrics. Check out BrightHR’s absence management software. It can:

• Help you spot absence trends fast

• Automatically calculate Bradford scores for you

• Give you the data you need to support your team with confidence

Take the guesswork out of absence management and discover a modern solution for calculating Bradford sickness scores.