The Bradford Factor is S × S × D: the number of separate absences (spells) in the period, squared, times the total days absent. Four absences adding up to 8 days score 4 × 4 × 8 = 128. There is no legal or official "bad" score; each employer sets its own review points.
Calculator
Quick score
If you already know the totals for the period.
From a list of absences (rolling 52 weeks)
One row per spell of absence. A spell counts if it started in the 52 weeks (364 days) up to the date you pick. Tick "Leave out" for absences your policy excludes.
How it works
Pick the period (most employers use a rolling 52 weeks). Count the separate spells of absence (S) and add up the total days absent (D). The score is S × S × D. Because the number of spells is squared, frequent short absences score far higher than one long absence.
Worked example: 12 days off, three patterns. One absence of 12 days: 1 × 1 × 12 = 12. Six absences of 2 days: 6 × 6 × 12 = 432. Twelve absences of 1 day: 12 × 12 × 12 = 1,728.
In the list calculator, an absence counts if its first day falls in the 364 days up to and including the "score as at" date. Ticked absences are left out of both S and D. Part-time staff: some employers count hours instead of days; whichever you use, be consistent.
Use it carefully. Acas says there are no legal rules on when absence should be reviewed. If you use review points, put them in your absence policy, explain how someone is flagged, and do not use them to trigger disciplinary action automatically. Consider whether an absence might be disability-related (and what reasonable adjustments could help), pregnancy-related, related to mental health, time off for dependants, or caused by work.
Score every employee automatically. The Bradford Factor Absence Tracker (£10.99, Excel and Google Sheets) logs each absence, keeps a rolling 52-week score for every employee and flags your own review points. It is also in the UK HR & Absence Bundle (£42.99) with holiday pay, leave tracking, training and right-to-work tools.
Frequently asked questions
What is the Bradford Factor formula?
S × S × D, where S is the number of separate absences in the period and D is the total days absent. The period is usually a rolling 52 weeks.
What is a bad Bradford Factor score?
There is no official or legal threshold, and Acas does not set Bradford scores. Each employer sets its own review points in its absence policy.
Can I discipline someone automatically for a high score?
Acas advises against it. A review point should start an absence review: a conversation about the reasons and any support, not automatic disciplinary action.
Should pregnancy or disability absence count?
Acas says employers must not discriminate, and suggests being flexible: for example, deciding that absence related to disability or pregnancy will not count towards review points. Use the Leave out tick box for any absence your policy excludes.
Does a long-term sickness absence count?
It counts as one spell, so it scores low (1 × 1 × days). Many employers manage long-term absence separately under their sickness policy.
Do I count working days or calendar days?
The law does not say. Many employers count the working days the employee was due to work; whichever you choose, apply it consistently and write it in your policy.
Is a rolling 52 weeks better than a calendar year?
A rolling period means old absences drop off steadily rather than all at once on 1 January. It is common practice, but the law does not require any particular period.
More free tools
Related guides: How to calculate the Bradford Factor.
Sources
- Absence trigger points – Acas
- Creating absence policies – Acas
- Measuring and monitoring absence from work – Institute for Employment Studies
Last checked: November 2026. The Bradford Factor is a management measure, not a legal test. This tool gives general information, not legal, tax or financial advice. Figures are estimates based on what you enter and the rules in the sources above; rules change, so check the sources or take professional advice before relying on a result. Made by PHK MEDIA LTD.