Bradford Factor
Absence Management made simple

Calculate the Bradford Factor: Your Ultimate Guide

Employee absenteeism can have a profound impact on an organization's productivity. To measure and manage absenteeism, many HR professionals use the Bradford Factor. This tool calculates the potential impact of frequent short-term absences versus long-term absences. The higher the score, the more disruptive an employee's absence pattern is considered. In this guide, we'll walk you through how to compute the Bradford Factor, with practical examples for clarity.

Background of the Bradford Factor

The Bradford Factor, often called the "Bradford Formula", is widely used in HR circles to gauge employee absenteeism. Its name derives from its origins at the University of Bradford, where researchers recognized the higher impact of frequent short-term absences compared to infrequent long-term absences. Notable figures in the field, such as Dr. John P. Kotter, a renowned leadership and management guru, have emphasized the importance of managing and understanding employee absences in organizational health and success.

Breaking Down the Formula

The formula for the Bradford Factor is relatively straightforward. It's represented as:

B = S × S × D

Where:

  1. B: Bradford Factor score.
  2. S: Total number of separate absence spells (instances) in a 52-week period.
  3. D: Total number of days absent in a 52-week period.

Example of the Calculation

Let's say an employee has had 3 separate instances of absence in the last year, totaling 6 days. Using the formula:

First, we need to square the number of instances:

S × S = 3 × 3 = 9

Then, multiply the result by the total days absent:

B = 9 × 6 = 54

This means the Bradford Factor score for this employee over the past year is 54.

Understanding the Implications

A higher Bradford Factor score indicates a pattern of frequent, short-term absences which are generally considered more disruptive than fewer, longer absences. Many organizations have thresholds for Bradford Factor scores, after which they may initiate further investigations or interventions.

Conclusion

Effective absence management is a key part of HR responsibilities. Tools like the Bradford Factor provide valuable insights into employee absence patterns, allowing for more informed decisions and strategies. By understanding and utilizing the Bradford Factor, organizations can better manage their teams and promote a healthy workplace environment.