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Bradford Factor Calculator

Score how disruptive an absence pattern really is, because five separate days off hit a team harder than one five-day stretch.

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What is a good Bradford Factor score?

Lower is better, and most policies treat anything under 51 as no concern. The widely used trigger points are 51, 201 and 401, but you should set thresholds that match your own absence policy and the realities of your workforce.

Where Compono fits

A Bradford score tells you a pattern is disruptive. It does not tell you why someone keeps taking odd days, or whether they are quietly heading for the door. Existing HR tools track the absence (the process risk). Compono Engage reads the behavioural signals underneath it (the people-insight risk), so you can act on the cause before it becomes a resignation. Trusted by government departments and mid-market employers across ANZ, and rated 4.8 out of 5 on Capterra.

See how it works

How it's calculated

The formula is B = S squared x D, where S is the number of separate absence spells and D is the total days absent across a rolling 52-week period. Squaring the number of spells is what makes repeated short absences score so much higher than one continuous absence. Common policy trigger points (used widely across UK and ANZ HR practice) are 51 for an informal review, 201 for a formal warning, and 401 for escalation. Set your own thresholds to match your absence policy.

New to the term? Read the plain-English definition of the Bradford factor in the HR Glossary.

Tracking a whole team? The Bradford Factor Tracker scores everyone in one grid, with a rolling 52-week window and CSV import.

Common questions

Why does the formula square the number of absences?

Squaring S means frequency matters far more than total days. Ten one-day absences score 1,000, while one ten-day absence scores 10. The logic is that frequent unplanned absences are harder to plan around than a single known stretch.

Should I discipline someone over a high score?

A high score is a signal to start a supportive conversation, not an automatic disciplinary step. Genuine illness, caring responsibilities and disability-related absence all need care, and many fall outside what the score should drive. Use it to spot patterns worth understanding.

Does the Bradford Factor cover the rolling 52 weeks only?

Yes, the standard approach uses a rolling 52-week window so the score reflects recent behaviour rather than someone's entire history. Older absences drop out as the window moves forward.

This page is general information, not legal advice. We check figures annually and update them on a best-efforts basis, but employment rules change and we cannot promise everything here is current or complete. Before you act on it, confirm the detail with the relevant authority in your country or your own adviser. Last reviewed July 2026.