Bradford Factor Calculator
Free UK Bradford Factor calculator: enter absence spells (S) and total days absent (D) to get the score B = S² × D, see the common interpretation bands, plan maximum absence days for a target score, and rank up to 10 employees.
Guidance only — not legal or HR advice. Bands shown are widely published general guides; thresholds vary between employers and the Bradford Factor is not a UK legal requirement. Always follow your own organisation's attendance policy and seek professional advice for disciplinary decisions.
1. Bradford Factor Calculator
Bradford Factor score
0
Low
Common UK interpretation guide (varies by employer).
2. Reverse Planner — max absence for a target score
Given a target score ceiling and a known number of spells, what is the maximum total days absent before crossing it? (Or the maximum spells for given days.)
Max days absent (D) at 2 spells: – days
Max spells (S) at 20 days: – spells
3. Team Ranking — up to 10 employees
Enter each employee's spells and days absent (blank name rows are ignored). Rows are ranked from highest score to lowest.
| # | Name | Spells (S) | Days (D) |
|---|
| Rank | Name | S | D | Score | Band |
|---|
Common interpretation bands (UK guide)
| Score | Band | Typical reading |
|---|---|---|
| 0 – 49 | Low | Normal / low concern |
| 50 – 124 | Moderate | Worth monitoring |
| 125 – 399 | High | Often triggers formal review |
| 400+ | Very high | Often triggers final-stage review |
These are widely published general guides, not law — employers set their own trigger points (commonly around 100–150 and 200–400 in UK practice).
Related tool
The absence percentage calculator shows the share of working time lost (days absent ÷ total days × 100) — use it for total lost time, and the Bradford Factor for absence patterns.
Frequently asked questions
What is the Bradford Factor?
The Bradford Factor is a human-resources formula that measures how disruptive an employee's absences are. It assumes frequent short absences disrupt work more than one long absence. The score is calculated over a rolling period, usually 52 weeks, and many UK employers use it as one input in attendance management.
What is the formula for the Bradford Factor?
Bradford Factor = S² × D, where S is the number of separate absence spells (occasions) and D is the total number of days absent in the period. Example: 3 separate absences totalling 10 days gives 3² × 10 = 9 × 10 = 90. Squaring the spells is what makes frequent short absences score much higher than one long absence.
What is a good Bradford Factor score?
There is no universal legal standard — thresholds vary between employers. As a widely published general guide: below 50 is low, 50–124 is moderate, 125–399 is high, and 400+ is very high. Many UK employers set trigger points around 100–150 and 200–400, but your own employer's policy is what actually applies to you.
Is the Bradford Factor a legal requirement in the UK?
No. The Bradford Factor is not a legal requirement in the UK or anywhere else — it is simply a formula some employers use. It must be applied fairly and consistently, and it should not be used to penalise absences linked to a disability or other protected characteristics under the Equality Act 2010. When in doubt, seek proper HR or legal advice.
What does a Bradford Factor of 100 mean?
A score of 100 could come from, for example, 2 absences totalling 25 days (2² × 25 = 100) or 5 absences totalling 4 days (5² × 4 = 100). The same score can hide very different absence patterns, which is why the formula is only a starting point — always look at the underlying spells and days, not just the number.
How do HR teams use the Bradford Factor?
HR teams typically use Bradford Factor scores as trigger points: a rising score prompts an informal chat, and crossing a policy threshold (often 100–150, then 200–400 in UK practice) triggers formal review stages. It is meant to flag patterns for discussion, not to be an automatic disciplinary score — context always matters.
What are the disadvantages of the Bradford Factor?
The main criticisms are that it can penalise employees with genuine health conditions, it treats all short absences as equally suspicious, and it can discourage people from taking needed sick days. Used rigidly, it may conflict with disability discrimination law and can damage trust between staff and management. Most HR guidance recommends using it alongside a proper return-to-work interview process.
What is the difference between Bradford Factor and absence percentage?
Absence percentage is the share of working time lost (days absent ÷ total working days × 100) — it treats every absent day equally. The Bradford Factor weights the number of separate spells more heavily (S² × D), so five one-day absences (score 25) look far worse than one five-day absence (score 5), even though both are 5 days off. Use absence percentage for total lost time and the Bradford Factor for absence patterns.
Free tool by NRTechStudio