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Calculate a Bradford Factor score with B = S² × D: square the number of separate sickness-absence spells, then multiply by the total absence days in the same period. Enter the period your organisation uses; a score is an indicator for review, not a verdict on an employee or a universal measure of acceptable absence.
How to calculate the Bradford Factor
Use this formula:
B = S² × D
- S is the number of separate sickness-absence spells during the selected period.
- D is the total number of sickness-absence days during that same period.
- B is the resulting Bradford Factor score.
For example, if there were three separate spells totalling eight days, calculate 3 × 3 × 8 = 72. Count spells and days over the same window; otherwise the result does not represent a consistent period. Employers commonly use a rolling year or 52 weeks, but the applicable window is set by the organisation’s policy. See Ciphr’s Bradford Factor explanation and the Bradford Factor Calculator.
Why frequent short absences raise the score
The spell count is squared, so repeated absences have a larger effect than the same total number of days taken in fewer spells. Ciphr gives these examples for a 52-week period:
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| Absence pattern | S | D | Calculation | Score |
|---|---|---|---|---|
| One spell of 10 days | 1 | 10 | 1² × 10 | 10 |
| Two spells of five days each | 2 | 10 | 2² × 10 | 40 |
| Ten spells of one day each | 10 | 10 | 10² × 10 | 1,000 |
These examples show how the arithmetic weights frequency. They do not establish that any score is inherently good or bad, or that it warrants a particular employment consequence. Read more in Ciphr’s examples.
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What a Bradford Factor score means—and does not mean
The score condenses absence frequency and duration into one figure. It does not explain why absences happened, diagnose a health condition, or determine whether an absence is justified. A higher score can flag a pattern for discussion, but it is not a complete account of an employee’s circumstances. The calculator’s introduction to the formula also cautions against treating it as a standalone staff-management tool.
There is no universal Bradford Factor scale established by the cited sources. Example bands and trigger values vary, so a number displayed by a calculator is not an official standard. Employers should explain their own policy, including the period assessed, how a separate spell is defined, which absences count, and what the score prompts. The calculator site itself notes that employers set policy-specific thresholds: Bradford Factor Calculator.
How employers should use a score
A score or trigger point should prompt an informed review, not automatic disciplinary action. Acas advises that an absence policy make review points clear and that reviews consider the circumstances, wellbeing, and possible support. See Acas guidance on absence trigger points.
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- The measurement window, such as a rolling year or another defined period.
- What the organisation counts as a separate spell, including how breaks between absences are treated.
- Which days and types of absence are included.
- Whether the number is a discussion prompt or a formal policy threshold.
- What contextual review, support, and adjustments are considered before any action.
For disability-related absence in the UK, employers should discuss the individual’s circumstances and consider reasonable adjustments. Acas examples include excluding some or all disability-related absence from trigger points, increasing the number of absences that triggers a review, or recording such absence separately. See Acas guidance on disability-related absence.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Recording absence and protecting sensitive information
For a meaningful calculation, records need to distinguish spells and total days within the chosen period. Acas recommends recording the number, length, and reason for absences. Medical information is sensitive, so employers should also consider confidentiality and data protection when keeping absence records. See Acas guidance on recording and reducing sickness absence.
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