Calculate a Bradford Factor score with B = S² × D: enter the number of separate sickness absence spells (S) and the total absence days (D) from the same period. The score rises sharply when absences are split into more spells, so it is an indicator for review—not a diagnosis or an automatic decision about an employee.
How to calculate the Bradford Factor
Use the formula B = S² × D, where S is the number of separate sickness absence spells and D is the total number of sickness absence days in the period being assessed. Square S first, then multiply by D. The formula and examples are described by Ciphr.
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- Choose the period covered by the calculation, such as the employer’s defined rolling year or 52-week window.
- Count the separate sickness absence spells in that period. Follow the employer’s policy for what counts as a separate spell.
- Add the sickness absence days within that same period.
- Multiply the spell count by itself, then multiply the result by the total days.
For example, 3 spells and 8 absence days produce 3 × 3 × 8 = 72. This arithmetic is meaningful only if both inputs use the same period and the organisation’s rules for counting spells and days.
Why spell frequency changes the result
Because S is squared, repeated short absences can yield a higher score than a single longer absence with the same total number of days. Ciphr’s 52-week examples compare three patterns totalling 10 days:
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| Absence pattern | Spells (S) | Days (D) | Score (S² × D) |
|---|---|---|---|
| One spell lasting 10 days | 1 | 10 | 10 |
| Two spells lasting 5 days each | 2 | 10 | 40 |
| Ten spells lasting 1 day each | 10 | 10 | 1,000 |
These are arithmetic examples, not evidence that any score is inherently good or bad, or that a particular employment response is warranted. See Ciphr’s explanation of the formula.
What period and counting rules should you use?
There is no single period that every employer must use. Sources describe use over a defined period, commonly a rolling year or 52 weeks; an organisation’s policy determines the actual window. Make it explicit before calculating, and do not combine a spell count from one period with days from another. See Ciphr’s discussion of Bradford Factor scores.
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Check the policy for how it defines a separate spell and which days or absence types count. A score cannot be compared fairly with another score unless the measurement window and counting rules are also comparable.
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No universal official score scale is established by the cited sources. Online examples and employer thresholds vary, so a score on its own does not establish whether an employee’s absence is acceptable or what action should follow. Ask which policy and threshold apply, how the score was calculated, and whether it is a review prompt or a formal policy trigger. The calculator’s own guidance cautions against treating example bands as universal: Bradford Factor Calculator.
What the score can—and cannot—tell you
The formula summarizes absence frequency and duration. It does not explain why absences occurred, diagnose a condition, or decide whether an absence is justified. A higher score may indicate a pattern an organisation wants to understand, but the number is not a finding about an individual. Bradford Factor Calculator’s introduction describes these limitations.
For employers, treat a policy trigger as the start of a fair, informed review rather than an automatic disciplinary outcome. Acas advises that review points be clear in the absence policy and that the discussion consider the circumstances, wellbeing and possible support. See Acas guidance on absence trigger points.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Disability-related absence and record keeping
UK employers should consider reasonable adjustments when absence may relate to disability. Acas gives examples including not counting some or all disability-related absence toward trigger points, increasing the number of absences needed to trigger a review, or recording such absence separately. The appropriate approach depends on the person’s circumstances and should be discussed with them. See Acas guidance on disability-related absence.
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Repair common Windows errors and clear accumulated junk for a smoother, more stable PC - no reinstall needed.Free scan · no reinstallWhen recording absences, Acas recommends tracking their number, length and reason, while taking care with confidentiality and data protection when handling medical information. See Acas guidance on recording sickness absence.
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