Bradford Factor calculator

How the formula works

The Bradford Factor is calculated as B = S² × D, where S is the number of separate spells of absence and D is the total number of days across all of those spells, both measured over a rolling 52-week period.

A few worked examples make the weighting clear:

• 1 absence of 10 days: 1² × 10 = 10
• 2 absences totalling 10 days: 2² × 10 = 40
• 5 absences totalling 10 days: 5² × 10 = 250
• 10 absences totalling 10 days: 10² × 10 = 1,000

That's the whole point of the metric - it's deliberately tilted to flag repeated short absences over long single ones.

Use it as a signal, not a verdict

The Bradford Factor was originally a research tool, not a disciplinary one. The UK HR consensus is that scores are fine for flagging patterns worth a look, but should never be the sole basis for a decision about an individual.

The main risks of letting the score act as an automatic trigger:

• Disability discrimination. Long COVID, migraines, IBS, ME/CFS, mental health problems, and many neurodivergent conditions all tend to cause short, repeated absences - the exact pattern that pushes a Bradford score up. Disciplining someone on that score, without first considering reasonable adjustments, can become a claim under the Equality Act 2010.
• Indirect discrimination. Carers (often women) and parents of young children can also rack up higher scores through legitimate short absences. If your policy puts a protected group at a particular disadvantage and you can't show it's a proportionate way of achieving a legitimate aim, it can be challenged.
• Failure to make reasonable adjustments. If you know - or could reasonably be expected to know - that someone is disabled, you may need to raise their trigger points, leave their disability-related absences out of the score, or not apply the score to them at all.
• Discouraging genuine sickness reporting. Trigger-driven policies pressure people to come in when they're ill, which spreads illness and corrodes trust.

How to use it without crossing the line

If you're going to use the Bradford Factor at all, the practical guidance from Acas, CIPD, and most UK employment lawyers boils down to:

• Use the score as one input alongside return-to-work conversations, manager judgement, and the actual reasons for absence.
• Leave disability-related absences out of the calculation, or track them separately so you can make reasonable adjustments.
• Treat the threshold numbers as prompts for a conversation, not as automatic warnings or dismissals.
• Write down the discretion you applied at each step. "We looked at their circumstances and decided X" is a much stronger position than "the score said so."
• Review the policy at least once a year and check it's still proportionate to a legitimate business aim.
• If you're unsure whether a condition is a disability, get advice before acting on a score. The Equality Act's definition is broader than people expect.

Further reading

A few good UK sources if you want to go deeper, grouped by what you need:

Practical absence management

• Acas - Managing staff absence. The UK's go-to source for absence policies and procedures.
• Acas - Time off and sickness absence. Plain-English guidance on how to handle individual absences fairly.

Equality Act and reasonable adjustments

• GOV.UK - Reasonable adjustments for workers with disabilities.
• EHRC - Your rights under the Equality Act 2010. The regulator's plain-English summary.
• Acas - Disability discrimination at work. Includes worked examples of when an absence policy can become discriminatory.
• Equality Advisory and Support Service. Free helpline for both employees and employers on Equality Act questions.

The case against using it

• Moorepay - The Bradford Factor: a cautionary tale.
• Employment Hero - Bradford Factor alternatives.
• Davidson Morris - Bradford Factor explained. Employment-law overview from a solicitor.

Nothing on this page is legal advice. If you're about to apply a Bradford score to a real person, take advice - particularly where disability, pregnancy, or caring responsibilities may be in play.

About this calculator

The trigger numbers shown above are common indicative levels and vary widely by employer.

Powered by Deckchair, leave management for UK teams. Deckchair tracks sickness alongside annual leave and other absence types, with the option to keep specific categories such as disability-related absences out of aggregate reporting.