Bradford Factor

What Is the Bradford Factor?

The Bradford Factor (also known as the Bradford score) is a key performance indicator that measures absenteeism based on duration or frequency of time off. HR teams use this score to better understand and address absenteeism more fairly with individual employees or across departments and teams.

The Bradford Factor—named for its connection to Bradford University research—is based on the premise that longer and less frequent absences are better for engagement and productivity than shorter and more frequent ones.

This simple HR formula is designed to help you build a culture of open communication, understand how absences affect your teams, and get employees back on track.

How the Bradford Factor Formula Works

Here is the Bradford Factor formula: B = S² x D. Each letter stands for a particular value that affects the final score:

• “B” stands for Bradford Factor.
• “S” stands for “spells,” or the number of absences per set period.
• “D” stands for total days of absence over the same period.

Remember, the premise of the Bradford Factor is that longer and less frequent absences are less disruptive than short, frequent absences, so a higher number of “spells” will always lead to a higher Bradford Factor.

Here’s an example using two hypothetical employees you may face in your workforce:

• Employee A is absent for 10 consecutive days after having a surgical procedure. The Bradford Factor for Employee A would be calculated as B = 1² x 10 = 1(1) x 10 = 10.
• Employee B is out sick with a respiratory infection on three separate occasions for a total of 10 days. The Bradford Factor for Employee B would be calculated as B = 3² x 10 = 3(3) x 10 = 90.

Though both employees were out for the same number of days, Employee B was absent more frequently (a higher number of spells). Employee B has a higher Bradford score because their absences are considered more disruptive.

What Is a Good Bradford Factor Score?

A score of 50 (or lower) is considered a good yearly score for average employees. Low scores reflect less frequent absences, which means less disruption and more productivity and engagement for an individual employee and the organization as a whole. So the lower the Bradford score, the better.

A score of 100 is considered a high Bradford Factor for employees and teams. Consequently, HR leaders should keep their eye on anyone with a score above 50 but below 100 and try to address problems or provide support before the score gets too high.

Any score above 100 may be the start of a negative trend of absenteeism in your organization and may warrant closer monitoring or a one-on-one meeting with an employee. A score above 200 needs attention right away and advanced actions addressing the team.

Bradford Factor Pros and Cons

Like many other HR and employee evaluation tools, there are pros and cons to using the Bradford Factor to measure absenteeism. Here’s what you need to know about working with these scores in your organization.

Advantages of Using the Bradford Factor

The Bradford Factor provides several advantages to HR leaders who choose to use it:

• It’s easy and efficient, especially for companies without a larger HR team, but you’ll need to train managers to monitor and report on absenteeism.
• It’s trackable, which can help reveal trends over time on both an individual and team level.
• It encourages employees to make an effort to show up for work, especially when they know there will be consequences for continued absences.

These advantages can reduce the administrative burden on HR leaders and help with building clear absenteeism policies.

Disadvantages of Using the Bradford Factor

Though the Bradford Factor has its benefits, HR professionals should be aware that incorporating it into workplace policies comes with a number of drawbacks:

• It lacks nuance and specificity, leaving very little room for HR leaders to understand the underlying reasons behind employee absenteeism.
• It can result in unintended issues, such as discrimination or denial of rights, if not properly monitored.
• It can impact your employer brand if employees feel your policy is unfair or unforgiving.

Many of these disadvantages can be mitigated by ensuring each employee is treated as an individual. Avoid relying exclusively on the Bradford Factor to make decisions about employee absenteeism. While Bradford Factor scores can provide valuable information, they should always be used in context.

Addressing Issues with Bradford Factor Scores

In an attempt to simplify absentee policies, some HR leaders simply use the Bradford Factor system to set score thresholds that trigger specific actions. For example,

• A score above 50 may result in a verbal warning.
• A score above 100 may prompt a one-on-one meeting with a manager.
• Scores above 200 may trigger an employee write-up or other disciplinary action.

Setting score thresholds can make for a very clear policy that helps employees understand the consequences of missing work.

Leaving Room for Employee Accommodations

If you decide to craft a policy with strict guidelines, remember to consider all Bradford Factor within an employee’s individual context to avoid creating workplace policies that could result in discrimination.

Employees with disabilities are entitled to reasonable accommodations, according to Title I of the Americans with Disabilities Act (ADA). Granting an employee time off from work to take care of disability-related matters is required unless an employer can prove it would cause undue hardship.

Additionally, absence policies can’t interfere with leave that qualifies for accommodation under the Family and Medical Leave Act (FMLA). This legislation requires employers to provide up to 12 work weeks of job-protected leave for various reasons, such as caring for themselves or a family member, becoming a foster parent, and even addressing issues related to a family member’s military service.

Discovering Underlying Reasons for Absenteeism

Even when it’s not required, it’s a good idea for HR professionals to consider the Bradford score just one tool in your HR toolbelt when addressing employee absenteeism.

For example, if you notice that many employees in a particular department have high Bradford scores, it may be a sign of friction within the team or workloads that are too stressful for employees to handle.

If Bradford scores are high across the board, it could be because of disengagement, dissatisfaction, or low morale among the entire workforce. This isn’t uncommon in today’s workforce; only 33% of employees are engaged in their work on a daily basis, and about 16% are actively disengaged, leading to $1.9 trillion in lost productivity.

If this is a trend in your organization, it may be time to discover why. You may find that you need to build a more positive workplace culture, offer flexible work options, or even launch an employee wellness initiative. These moves can help you avoid widespread burnout and turnover and may positively impact your overall Bradford score.