The Bradford Factor is a widely-used method for measuring employee absence patterns. Team Toggle calculates it automatically to help you understand and manage absence in your team.
What Is the Bradford Factor?
The Bradford Factor is a formula that weights frequent, short-term absences more heavily than longer, less frequent absences. It's based on the theory that many short absences are more disruptive to an organisation than fewer longer ones.
The concept was developed at the Bradford University School of Management, hence the name.
The Formula
The Bradford Factor is calculated using a simple formula:
B = S × S × D
Where: S = number of spells (separate absences) and D = total days absent
Example Calculations
| Scenario | Spells (S) | Days (D) | Bradford Factor |
|---|---|---|---|
| One 10-day absence | 1 | 10 | 1 × 1 × 10 = 10 |
| Two 5-day absences | 2 | 10 | 2 × 2 × 10 = 40 |
| Five 2-day absences | 5 | 10 | 5 × 5 × 10 = 250 |
| Ten 1-day absences | 10 | 10 | 10 × 10 × 10 = 1,000 |
Note: All scenarios have the same total days (10), but the Bradford Factor varies dramatically based on frequency.
Why Frequency Matters More
The Bradford Factor is weighted towards frequency because:
- Unpredictability – Frequent short absences are harder to plan around
- Coverage challenges – Each absence requires arranging cover
- Administrative burden – Multiple return-to-work processes
- Team impact – Colleagues repeatedly have to adjust their workload
Where to Find Bradford Factor Scores
In Team Toggle, Bradford Factor scores appear in:
- The Analytics section
- Individual team member profiles
- Absence reports
Scores are calculated automatically based on recorded absences.
Interpreting the Scores
There's no universal standard for "good" or "bad" Bradford Factor scores. However, many organisations use trigger points:
- 0-50 Low concern – Normal absence pattern
- 51-200 Moderate – May warrant informal discussion
- 201-500 High – Consider formal review
- 500+ Serious – Requires attention and support
Important
The Bradford Factor is just one tool. High scores don't always indicate a problem – consider context such as chronic illness, disability, or difficult personal circumstances. Always have supportive conversations before taking action.
Time Periods
Bradford Factor is typically calculated over a rolling period:
- 12 months – Most common period
- 6 months – For more responsive tracking
- Calendar year – Aligned with leave year
Team Toggle shows the calculation period used so you can interpret scores correctly.
Using Bradford Factor Appropriately
The Bradford Factor should be used as:
- A starting point for conversation – Not a judgement
- One metric among many – Consider the full picture
- A way to identify trends – Spot patterns that need attention
- An objective measure – Remove unconscious bias from absence discussions
Limitations to Be Aware Of
The Bradford Factor has some known limitations:
- Doesn't account for reasons – A broken leg is treated the same as a hangover
- Can penalise disability – Chronic conditions may cause frequent short absences
- Time period sensitivity – Scores change dramatically when old absences drop off
- Not predictive – A high score doesn't mean future absences will continue
Having Supportive Conversations
When the Bradford Factor highlights a team member:
- Approach with curiosity, not accusation
- Ask if there's anything you can do to help
- Consider if workplace adjustments might help
- Refer to occupational health if appropriate
- Document the conversation and any agreed actions
Using Data Responsibly
The Bradford Factor is a tool to support employees and protect organisations, not to punish people who are unwell. Always use it as part of a supportive, wellbeing-focused approach.