Bradford Factor
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The Bradford Factor is used in human resource management as a means of measuring absenteeism. The theory is that short, frequent, and usually unplanned absences are more disruptive than longer absences.
The exact origin is unknown, but it is believed to have had some connections with Bradford University’s School of Management, hence its name. Although this has never been confirmed, the name has stuck and it is popular shorthand for this type of approach to absence management.
The Bradford Factor is calculated as follows:
where:
- B is the Bradford Factor score
- S is the number of contiguous occasions of absence during the last 52 weeks
- D is the total number of days absence during the last 52 weeks
For example:
- One single absence of 10 days is 10 points (1 x 1 x 10)
- Five absences of 2 days each is 250 points (5 x 5 x 10)
- 10 absences of 1 day each is 1000 points (10 x 10 x 10)
The Bradford formula is set out in the box above. The number of Bradford points that trigger an absence review varies widely among employers. Across a number of companies we talked to, the trigger for action ranged from 27 points (in a 13-week period) to as high as 350 (over a year). Often the process starts at around 50 points, which prompts an initial review. Higher scores may prompt an escalation to further action.
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