Most businesses track total sick days. The Bradford Factor does something more useful — it tracks the pattern of absence, not just the total. Understanding it can help managers have earlier, fairer, and more consistent conversations with their teams. What the Bradford Factor measures Two employees might both take 10 days off sick in a year. One took them as a single period of illness — one surgery, one recovery. The other took 10 separate one-day absences spread across the year. The Bradford Factor treats these very differently. A single long absence is planned for. It is disruptive, but manageable. Multiple short, unplanned absences are far more damaging to operations — particularly in shift-based environments where last-minute gaps are hardest to fill. How the Bradford Factor is calculated The formula is: S² × D Where: S = the number of separate absence spells in the last 52 weeks D = the total number of days absent in the last 52 weeks Examples: 1 absence of 10 days: 1² × 10 = 10 5 absences totalling 10 days: 5² × 10 = 250 10 absences totalling 10 days: 10² × 10 = 1,000 Same total days. Very different operational impact. Bradford Factor scoring bands Most HR teams set internal thresholds to trigger action at different levels: 0–49: No immediate concern 50–199: Informal conversation recommended 200–399: Formal absence review triggered 400+: Formal process — consider referral to occupational health These thresholds are internal policy choices, not legal requirements. Businesses managing shift-based or warehouse teams often set lower thresholds, because unplanned absences cause more operational disruption. How HR software calculates Bradford scores automatically Tracking Bradford scores manually — for every employee, updated weekly — is not practical at scale. Modern absence management software handles this automatically. When an employee logs a sick day, the system records the absence, updates the rolling S and D values, and recalculates the Bradford score instantly. Managers are alerted when someone crosses a threshold — so conversations happen early, not months after a pattern has developed. This is particularly valuable for businesses with larger headcounts, where it is impossible to monitor every employee's absence pattern manually without something slipping through. Limitations of the Bradford Factor The Bradford Factor is a flag — not a verdict. It does not distinguish between unrelated short illnesses and a serious underlying health condition. Employees with disabilities or chronic conditions can accumulate high scores through no fault of their own. Applying the score mechanically in those situations carries real legal risk under the Equality Act 2010. Used correctly, a high Bradford score means: let's have a supportive conversation — not: let's start a disciplinary process. Comparing Bradford Factor tools If you're evaluating HR platforms with Bradford Factor tracking built in: VeltoHR vs BreatheHR — BreatheHR tracks absences but Bradford scoring is largely manual VeltoHR vs BrightHR — BrightHR includes some absence tools, Bradford integration varies See all comparisons Final Thoughts The Bradford Factor gives managers a structured, consistent way to spot problematic absence patterns early. It works best as part of a wider absence management policy — not as a standalone disciplinary trigger. For businesses managing shift-based or high-turnover teams, automating Bradford score calculations removes the manual burden entirely and ensures every employee's pattern gets the same level of attention, regardless of department or manager. > Try VeltoHR's Bradford Factor software — rolling scores, threshold alerts, and absence trend reporting all built in.