What is an acceptable Bradford Factor?
In some cases, a Bradford Factor score higher than 500 could be used as justification for dismissal. Scores between 200 and 500 indicate serious absenteeism concerns and may require addressing the issue.
What are the trigger points for the Bradford Factor?
Trigger alerts have been set based on an employees Bradford score with the associated action:
- 51 points – informal verbal warning.
- 201 points – formal written warning.
- 401 points – final written warning.
- 601 points – dismissal.
Is a Bradford score of 8 good?
There are no ‘good’ or ‘bad’ Bradford Factor scores, each workplace will set their own thresholds and individual allowances for absentees which means that the score threshold is entirely dependant on the company an employee works for. Some companies have a threshold as low as 100 and others much higher.
How is Bradford score calculated UK?
The Bradford Factor is calculated with the following formula:
- B = S x S x D.
- B = Bradford Factor.
- S = Spells or number of occasions of unauthorised absence – in the formula this is squared (multiplied by itself)
- D = Total number of days absent.
- Examples.
Does Bradford Factor include days off?
The Bradford Factor is a formula that attaches more significance to an individual’s number of periods of absence than the days of absence taken in a 12-month rolling period. It is thought to have originated from the Bradford School of Management in the 1980s.
Is the Bradford Factor fair?
Is the Bradford Factor legal? In short, yes. You can take action against repeated instances of unauthorised absence. But you need to set fair trigger points, such as the scores above.
How long do Bradford points last?
How are Bradford factor scores calculated? Bradford factor scores are based on the frequency and length of an employee’s absence during a defined period, usually 52 weeks.
How do I lower my Bradford score?
Studies have shown that by educating employees about the Bradford Factor, and informing them of their score on a regular basis, absenteeism can be dramatically reduced. This is largely down to employees realizing that taking the odd day off here and there will quickly multiply their Bradford Factor score.
Is Bradford Factor effective?
The UK prison service revealed in 2016 that since using the Bradford Factor (coupled with some other measures) they have reduced absenteeism by 25%.
Is the Bradford score fair?
Some people ask “Is the Bradford Factor legal?”, and the answer in a nutshell is yes – as long as you are setting reasonable trigger points, there is nothing stopping you from taking action against repeated instances of unauthorised absence using a mathematical formula.
What is a good threshold for the Bradford Factor score?
Some companies have a threshold as low as 100 and others much higher. A good standard practice is to pair the Bradford Factor scores in with time and attendance software as well as train HR personnel to interpret the Bradford Factor score but not rely entirely on it.
What is the Bradford Factor?
The Bradford Factor is also referred to as the Bradford Formula, the Bradford Score and the Bradford Index. At the top of this page you will find the online Bradford Factor Calculator, which will calculate the Bradford Factor for an employee, using the Bradford Formula.
How do employers deal with Bradford factor scores?
Some employers choose to set thresholds at which Bradford factor scores are deemed to be problematic and require interventions such as verbal and written warnings and, potentially, dismissal. Such thresholds are often designed to discourage employees from taking unnecessary sick days.
How do you work out the Bradford Factor?
The Bradford Factor is worked out using the Bradford Formula. The Bradford Formula is based on the frequency and length of an employee’s absence during a defined period. S is the total number of separate absences by an individual D is the total number of days of absence of that individual