Employer guide
Bradford Factor Employer Guide
The Bradford Factor can help employers spot patterns in short-term absence, but it works best as a review prompt rather than an automatic decision-making tool.
Set clear policy triggers
Document the review points your organisation uses, what happens at each stage, and who is responsible for reviewing the score. Employees should be able to understand how scores are calculated and how they are used.
Use consistent measurement periods
Many organisations use a rolling 52-week period, but the right period depends on your policy. Keep the period consistent so scores can be compared fairly.
Consider context before action
- Check whether absences may relate to disability, pregnancy, long-term health, or reasonable adjustments.
- Review whether the absence record is accurate before holding a formal meeting.
- Use the conversation to identify support, workplace factors, or adjustments where appropriate.
- Avoid treating the score as a substitute for human review and HR advice.
Suggested review workflow
- Calculate the score from verified absence data.
- Compare it with the policy trigger point.
- Review the absence pattern and employee context.
- Hold a supportive conversation before deciding next steps.
- Record the outcome consistently.