\u2705Download Factorial’s Monthly Timesheet Template<\/span><\/strong><\/span><\/a><\/h3>\n
\n<\/a>What is Bradford Factor<\/strong><\/h2>\nThe Bradford Factor is a simple maths equation that allows companies to track their rates of employee absences. It provides companies with a basic tool for measuring the impact of each unplanned absence<\/a> on the company. It is based on the theory that short, frequent, unplanned absences are more disruptive to organisations than longer absences. By using the formula, Human Resources departments can monitor unplanned absences<\/a>, identify any trends, and nip potential issues in the bud before they get out of hand.<\/p>\nGenerally speaking, each time an employee is absent, their Bradford factor score increases. And the higher the score, the bigger the likely impact on the company. Most employers set thresholds for when scores should be deemed problematic. The hope behind this is that it will discourage employees from taking unnecessary sick days. If an employee\u2019s score raises a red flag it usually results in some form of intervention. Depending on an employee\u2019s history, this could range from a meeting with HR, a verbal or written warning or, in extreme cases, dismissal.<\/p>\n
Although the Bradford factor can be a useful method for measuring and understanding the impact of unplanned absences, it shouldn\u2019t be the only tool you rely on. The formula serves a purpose but it is limited as a stand-alone tool. Instead, you should incorporate it into a wider absence management strategy that takes into account other aspects such as ongoing health issues or disability.<\/p>\n
<\/a>How to Calculate the Bradford Factor<\/strong><\/h2>\nBradford factor scores are based on the frequency and length of an employee\u2019s absence during a set period. You calculate the score using the following formula:<\/p>\n
S x S x D = Bradford Factor score<\/strong><\/span><\/p>\nS<\/strong> represents the number of \u201cspells\u201d or occasions of unauthorised absence over a given timeframe, usually 52 weeks. This number is squared (multiplied by itself).<\/p>\nD<\/strong> represents the total number of days missed over the same period of time (total days missed).<\/p>\nHere\u2019s an example to make it clearer:<\/p>\n
Bob has food poisoning in January and takes 5 days off work. Later that year Bob has a minor gardening accident at home and takes a further 4 days off work. He has no other unplanned absences that year.<\/p>\n
This means that Bob has had 2 spells of absence, and he was absent for a total of 9 days for that period. His score is 36 and his formula would look like this:<\/p>\n
(2 x 2) x 9 = 36<\/strong><\/span><\/p>\n<\/a>What the Score Means<\/strong><\/h3>\nThere are no specific benchmarks for the Bradford factor. It is up to each organisation to set its own trigger points. Generally speaking though, the higher the score, the bigger the negative impact of an employee\u2019s unplanned absences.<\/p>\n
Continuing with the example of Bob, 36 would generally be considered a very low score, and certainly not one warranting intervention. However, if another employee, Mary, is absent 9 times that year, each time for only one day, then she will have a much higher score:<\/p>\n
(9 x 9) x 9 = 729<\/strong><\/span><\/p>\nAlthough Bob and Mary have both missed 9 days in a year, Mary\u2019s score is higher because her absences are more frequent than Bob\u2019s. At this point, it would be a good idea for HR to step in to see if there is an underlying issue causing Mary\u2019s frequent absences.<\/p>\n
What is a Good Bradford Factor Score?<\/b><\/h3>\n
A \u2018good\u2019 Bradford Factor score is a low number because it means less days are being lost to unplanned absences.\u00a0<\/span><\/p>\nA score under 50 is thought to be a \u2018good\u2019 and typical score, indicating there are no issues with the number of unplanned absences.<\/span><\/p>\nAnything between 50 and 100 is thought to be cause for concern, indicating that someone is taking more unplanned time off than the average.<\/span><\/p>\nIt\u2019s essential to remember that companies will use their own benchmarks for what constitutes a good score.\u00a0<\/span><\/p>\nWhat is a High Bradford Factor Score<\/b><\/h3>\n
A high Bradford Factor score is usually considered a number above 50. A high score is an indicator that an employee is taking a considerable amount of unplanned absences over a given period which could be impacting the business.<\/span><\/p>\nWhile each company will set its own thresholds, a commonly used framework is as follows:<\/span><\/p>\n
The Bradford Factor is a simple maths equation that allows companies to track their rates of employee absences. It provides companies with a basic tool for measuring the impact of each unplanned absence<\/a> on the company. It is based on the theory that short, frequent, unplanned absences are more disruptive to organisations than longer absences. By using the formula, Human Resources departments can monitor unplanned absences<\/a>, identify any trends, and nip potential issues in the bud before they get out of hand.<\/p>\n Generally speaking, each time an employee is absent, their Bradford factor score increases. And the higher the score, the bigger the likely impact on the company. Most employers set thresholds for when scores should be deemed problematic. The hope behind this is that it will discourage employees from taking unnecessary sick days. If an employee\u2019s score raises a red flag it usually results in some form of intervention. Depending on an employee\u2019s history, this could range from a meeting with HR, a verbal or written warning or, in extreme cases, dismissal.<\/p>\n Although the Bradford factor can be a useful method for measuring and understanding the impact of unplanned absences, it shouldn\u2019t be the only tool you rely on. The formula serves a purpose but it is limited as a stand-alone tool. Instead, you should incorporate it into a wider absence management strategy that takes into account other aspects such as ongoing health issues or disability.<\/p>\n Bradford factor scores are based on the frequency and length of an employee\u2019s absence during a set period. You calculate the score using the following formula:<\/p>\n S x S x D = Bradford Factor score<\/strong><\/span><\/p>\n S<\/strong> represents the number of \u201cspells\u201d or occasions of unauthorised absence over a given timeframe, usually 52 weeks. This number is squared (multiplied by itself).<\/p>\n D<\/strong> represents the total number of days missed over the same period of time (total days missed).<\/p>\n Here\u2019s an example to make it clearer:<\/p>\n Bob has food poisoning in January and takes 5 days off work. Later that year Bob has a minor gardening accident at home and takes a further 4 days off work. He has no other unplanned absences that year.<\/p>\n This means that Bob has had 2 spells of absence, and he was absent for a total of 9 days for that period. His score is 36 and his formula would look like this:<\/p>\n (2 x 2) x 9 = 36<\/strong><\/span><\/p>\n There are no specific benchmarks for the Bradford factor. It is up to each organisation to set its own trigger points. Generally speaking though, the higher the score, the bigger the negative impact of an employee\u2019s unplanned absences.<\/p>\n Continuing with the example of Bob, 36 would generally be considered a very low score, and certainly not one warranting intervention. However, if another employee, Mary, is absent 9 times that year, each time for only one day, then she will have a much higher score:<\/p>\n (9 x 9) x 9 = 729<\/strong><\/span><\/p>\n Although Bob and Mary have both missed 9 days in a year, Mary\u2019s score is higher because her absences are more frequent than Bob\u2019s. At this point, it would be a good idea for HR to step in to see if there is an underlying issue causing Mary\u2019s frequent absences.<\/p>\n A \u2018good\u2019 Bradford Factor score is a low number because it means less days are being lost to unplanned absences.\u00a0<\/span><\/p>\n A score under 50 is thought to be a \u2018good\u2019 and typical score, indicating there are no issues with the number of unplanned absences.<\/span><\/p>\n Anything between 50 and 100 is thought to be cause for concern, indicating that someone is taking more unplanned time off than the average.<\/span><\/p>\n It\u2019s essential to remember that companies will use their own benchmarks for what constitutes a good score.\u00a0<\/span><\/p>\n A high Bradford Factor score is usually considered a number above 50. A high score is an indicator that an employee is taking a considerable amount of unplanned absences over a given period which could be impacting the business.<\/span><\/p>\n While each company will set its own thresholds, a commonly used framework is as follows:<\/span><\/p>\n<\/a>How to Calculate the Bradford Factor<\/strong><\/h2>\n
<\/a>What the Score Means<\/strong><\/h3>\n
What is a Good Bradford Factor Score?<\/b><\/h3>\n
What is a High Bradford Factor Score<\/b><\/h3>\n
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