Absenteeism is a crucial aspect of every workspace and impacts company culture. Some absences are avoidable, such as illness and emergencies. However, frequent absences can affect a company’s productivity and wear down other employees. The Bradford factor is an HR tool that notes the pattern and its possible impact on the company. 

Bradford factor, or Bradford score, is a type of absenteeism measurement that tracks an employee or team’s absence frequency. It works by simply noting the number of absent days and how they affected the whole company. This article takes a closer look at the Bradford factor, including its purpose, how to calculate it, and how to reduce its score. Stick around!

What’s the Purpose of A Bradford Factor? 

Absence can last anywhere from a few days to months. Hence, it is imperative to keep tabs on the absence of your employees. This way, you can find patterns and nip the problem in the bud before it spirals out of control. Issues like this weigh on other employees who have to take up the extra workload to cover for the absent employee. So, employee attendance management is crucial, which is where the Bradford factor comes in. The purpose of the Bradford factor is to measure the possible impact that absence has on the running of the business. The more significant the Bradford factor, the larger the impact. 

How Do You Calculate Bradford Scores? 

The process of calculating Bradford’s score is simple. It is as follows:

S² × D = B 

Here is what each variable stands for: 

B: Bradford factor 

S: Spells or the absence of an employee over a set period (usually 52 weeks) 

D: Number of days of absence over the same period 

A Bradford Score Calculation Sample: 

Here is an example of a Bradford score calculation to put things in perspective: 

Assume two of your team members, employee X and employee Y, got a fever and were absent. Employee X took eight consecutive days before they got back to work. Conversely, employee Y took less time to get better but was off on three different occasions, which sums up to eight days. Using the Bradford formula, here is the Bradford score of each team member: 

Employee X: 1² × 8= 8

Employee Y: 3² × 8=72

While both employees took the same number of days, employee Y’s score is higher as they were more disruptive to the business. 

What Is A Good and Bad Bradford Score? 

So, what’s a good and a bad Bradford score? Simply, a good Bradford score is a low one. When a Bradford score is low (under 50), it shows employees are mostly present and less disruptive to the business. It shows solid attendance and that employees are committed to working.

Conversely, a bad Bradford score is a high one and can have a negative impact on business. Usually, any score above 100 calls for concern. When the numbers start to climb above 200, serious action needs to be taken from your end. Here is a table that highlights the necessary benchmarks and what constitutes a good and bad Bradford score: 

Score	Meaning
Under 50	The typical score of a regular employee
Over 50	Raises concern or basic monitoring
Over 100	Possibly the start of a dangerous trend; watch them
Over 200	A need for a verbal warning or some sort of action
Between 200 and 500	Final warning
Over 500	Possible grounds for dismal or a serious closed-door meeting

However, it is important to note that Bradford’s scores are rigid. No two Bradford scores are entirely the same. Hence, there is often a need for context behind them. You shouldn’t use the Bradford score as a standalone metric on whether an employee is good or bad. When deciding on any move with respect to the Bradford score, ensure you include other HR metrics for a well-rounded view. 

How Do You Evaluate the Different Bradford Scores? 

Most companies use specific Bradford scores as trigger points. When employees get these scores, something is set into motion. Here is an example of how a company might handle varying Bradford scores in line with UAE labour laws: 

• For scores up to 100, the company provides an absence review. 
• For 200, the company offers a warning (verbal or written) 
• For 400, the company invites the employee for a final warning.   
• For 700, a dismal might follow. 

The scores, however, depend on how different companies weigh it. Although the action climbs up as the scores increase, this step is open to your altering. Short absences might be due to health or well-being. When you notice a rising Bradford score, discuss how they are doing before you choose more drastic options. Also, the list should be made public. This way, employees are familiar with the repercussions of absenteeism.

The Pros and Cons of Bradford Factor 

The big perk of the Bradford factor is that it is easy to calculate. The method offers a simple way of measuring employees’ absence and how it affects your business. This allows you to quickly figure out proactive ways to combat the issues. 

On the flip side, a massive drawback of the Bradford Factor is that it can’t weigh the various types of absence. All kinds of absence, illness, disregard, and even family emergencies are weighed equally. Employees who are always absent for no reason are a problem, while employees with chronic illnesses need more accommodations. The formula has no way of distinguishing both parties. 

The Bradford factor is more useful when viewed as a signal. A high Bradford score doesn’t have to warrant dismal. It should signal that HR pays closer attention to the employees and determines what is going wrong. You can also use it to gain more insight into each department and team. The Bradford formula is an empowering HR tool that focuses on strategy rather than absences. 

Addressing Absenteeism 

Absenteeism affects a company’s productivity, workflow, and working culture. To tackle the problem at its roots, you have to understand why employees don’t want to go to work. Once you find the answer, take steps to correct them. 

Also, you can ensure team members are fully aware of the repercussions of missing workdays without reason. Publicize Bradford’s scores next to the equivalent actions to serve as a stern warning. This ensures proper employee attendance management. And for people who can’t help but be absent, like the sick or bereaved, you can extend support to ensure the resume earlier to restore the proper workflow.

Bradford Factor And Bayzat HR Software 

Bayzat is a leading HR software company in the UAE that provides businesses and organizations with an All-in-one software for maximizing employee potentials. The company employs modern technologies that help companies get the best from their talents. Expectedly, it is well versed in the Bradford Factor and can help you maximize it. 

The HR company has several consultants ready to work with your department right now and you only need to place a request. Give Bayzat a call now to get started. At affordable pricing, you can take your business to new levels. 

FAQs

How to Calculate the Bradford Factor? 

The formula for the Bradford factor is B = S² × D. The variables mean B: Bradford factor, S: Spells or an employee’s absence over a set period, and D is the number of days of absence over the same period.

What is Bradford Factor Used for? 

Bradford factor is an HR formula used to measure employee absence and its impact on a company. It calculates the number of unplanned absences of an employee in a year. 

Is A Bradford Factor of 45 Good? 

It largely depends on what your company views as ideal. Nonetheless, a Bradford factor of 45 is the typical score of an average employee and shouldn’t raise any concerns. 

What Is the Drawback of the Bradford Factor? 

A common drawback is the Bradford factor is an insufficient HR metric to gauge an employee’s performance. The formula doesn’t consider the different types of absence. There is no distinction between intentional absence and absence due to sickness. Hence, companies have to consider the Bradford factor alongside other variables  such as the reason behind the absence.