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Calculate Bradford Factor scores and estimate the cost of employee absences.
Bradford Factor Calculator
The Bradford Factor formula is S² × D = B, where S is the number of separate absence spells and D is the total number of days absent.
Each separate period of absence counts as one spell, regardless of length.
The total number of working days missed across all spells.
Result
Bradford Factor Score
Severity
Informal monitoring - no action typically required. Verbal warning or informal discussion may be appropriate. Formal absence review meeting recommended. Serious concern - formal action or final warning stage.
Why Frequency Matters More Than Duration
4 separate days off
4 spells × 4 days total
Score: 64
4² × 4 = 64
1 week off in a row
1 spell × 4 days total
Score: 4
1² × 4 = 4
Same number of days absent, but the frequent short absences score 16 times higher because they cause more operational disruption.
Common Severity Thresholds
| Score Range | Severity | Typical Action |
|---|---|---|
| 0 – 49 | Low | No action required |
| 50 – 199 | Medium | Verbal warning or informal discussion |
| 200 – 499 | High | Written warning or formal review |
| 500+ | Very High | Final warning or dismissal consideration |
These thresholds are guidelines only. Every employer should set their own thresholds based on their absence policy.
Absence Cost Calculator
Estimate the direct salary cost of employee absence to your business.
Results
Daily rate (based on 260 working days)
Total cost of absence
This is the direct salary cost only. The true cost of absence also includes lost productivity, overtime for cover, recruitment of temporary staff, and management time.
What Is the Bradford Factor?
The Bradford Factor is a formula used by UK employers to measure the impact of employee absence. It was developed at the Bradford University School of Management and is based on the principle that frequent short-term absences are more disruptive to a business than occasional longer ones. The formula is simple:
S² × D = B
Where S is the number of separate absence spells in a given period (usually a rolling 12 months), D is the total number of days absent, and B is the Bradford Factor score. By squaring the number of spells, the formula heavily penalises frequent, short absences - the kind that cause the most day-to-day disruption to teams and workflows.
How the Scoring Works
Consider two employees who have each been absent for 10 days over the past year. Employee A took two separate weeks off (2 spells), while Employee B took 10 individual days off (10 spells). Under the Bradford Factor:
- Employee A: 2² × 10 = 40 (Low)
- Employee B: 10² × 10 = 1,000 (Very High)
The same total absence produces vastly different scores because frequent single-day absences are harder to plan around and more likely to indicate a pattern that warrants investigation. For a deeper look at how HR departments use this formula and what it means for employees, read our guide on how the Bradford Factor works.
The Cost of Absence
Beyond the Bradford Factor score, absence has a direct financial impact. The simplest way to estimate it is to divide the employee's annual salary by 260 working days to get a daily rate, then multiply by the number of days absent. For a worker earning £30,000 per year, each day absent costs the business approximately £115 in salary alone. Five days off costs £577. This does not include indirect costs such as overtime for colleagues, temporary cover, reduced team output, or management time spent handling the absence.
Limitations to Be Aware Of
The Bradford Factor is a useful screening tool, but it should never be the sole basis for disciplinary action. It does not distinguish between genuine illness, disability-related absence, or pregnancy-related sickness - all of which have legal protections under UK employment law. Employers should use it as one data point alongside return-to-work conversations, occupational health referrals, and individual circumstances. For more tools to help manage your team's leave, try our pro-rata calculator.
Frequently Asked Questions
The formula is S x S x D, where S is the number of separate absence spells and D is the total number of days absent over a rolling 12-month period. By squaring the number of spells, the formula gives a much higher score to frequent short absences than to a single long absence. For example, 5 single-day absences (5 x 5 x 5 = 125) score far higher than one 5-day absence (1 x 1 x 5 = 5).
A high score indicates a pattern of frequent, short-term absences that may be causing significant operational disruption. Scores above 200 typically trigger a formal absence review, and scores above 500 are usually classed as very high - often leading to a formal warning or further investigation. The exact thresholds vary between employers and should be set out in the company absence policy.
Most employees with typical absence levels will score below 50, which is generally considered low and requires no action. A score between 50 and 199 is moderate and may prompt an informal conversation. There is no single "normal" score that applies to every workplace - it depends on the industry, the employer's absence policy, and the trigger points they have set.
Long-term sickness counts as a single spell regardless of how many days it lasts, so it produces a relatively low score. A 30-day absence in one spell scores only 1 x 1 x 30 = 30. Many employers exclude long-term or disability-related absences from Bradford Factor calculations entirely, as these are better managed through occupational health processes and may be protected under the Equality Act 2010.
No, the Bradford Factor is not a legal requirement. It is a management tool that employers can choose to use as part of their absence management policy. There is no UK law that requires employers to calculate or apply it. However, if an employer does use it, they must apply it fairly and consistently, and they must not use it to discriminate against employees with disabilities or other protected characteristics.