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How We Calculate Bradford Factor Score
Enter absence count
Add the number of separate absence instances to begin calculating the Bradford score.
Add days absent
Enter the total number of days absent across the same period.
Apply the Bradford formula
We square the number of absence instances and multiply it by the total days absent.
Show the final score
The result updates instantly, helping you spot patterns of frequent short-term absence.
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Easy to manage my staff absences, toil, annual leave all under one roof...
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Simple and intuitive. Just what you need from HR software.
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What is the Bradford Factor?
The Bradford Factor is a formula used in HR to measure employee absence, with a focus on frequent unplanned absences over a rolling 52-week period.
It helps employers understand how disruptive absence patterns may be to the wider business. In general, the more separate bouts of absence someone has, the higher their score will be.
This makes it a useful way to spot repeated short-term absence, monitor patterns, and support more informed absence management.
Why the Bradford Factor matters
The Bradford Factor is designed to highlight absence patterns that may have a greater operational impact on your business.
Frequent short absences are often seen as more disruptive than one longer period away, which is why the score increases more sharply as the number of absence instances rises.
How scores behave
Two employees might have the same total number of days off, but receive very different Bradford scores depending on how those days are split across the year.
For example, 7 days off in 1 absence scores far lower than 7 days spread across 2 or 3 separate absences.
How the score is calculated
The Bradford Factor uses a simple formula:
Here, E is the number of absence instances and D is the total number of days absent in a 52-week period.
What do Bradford scores mean?
Thresholds vary between organisations, but these ranges are often used as a general guide when reviewing absence patterns.
0–50
Usually considered low and acceptable, indicating minimal absenteeism.
51–200
May raise concern, particularly where absence patterns are frequent or unexpected.
201+
Often seen as high and may trigger further review, support, or formal attendance discussions.
Example of a Bradford calculation
If an employee has taken 7 days off in the last year, their score depends on how many separate absences that involved.
One absence scores 7, two absences score 28, and three absences score 63. The total days are the same, but the score rises because the number of absence instances increases.
Use scores with context
The Bradford Factor can be a helpful measure, but it should never be used in isolation.
It does not account for the reason behind an absence, so employers should always review scores fairly and consider circumstances such as disability, chronic illness, or other legitimate health issues.
Monitor absence more clearly
Use the Bradford Factor alongside your absence records to spot patterns, support employees, and make more informed HR decisions.
Calculate Bradford score