If you have worked in HR, then chances are at some point you have encountered or heard of the Bradford Factor. The score is based on the data collected from modern time and attendance systems which provide an accurate overview of an employee’s short term and long absences in order to identify patterns and trends.

The Bradford Factor is worked out using the Bradford Formula. The Bradford Formula is based on the frequency and length of an employee’s absence during a defined period.

• S is the total number of separate absences by an individual
• D is the total number of days of absence of that individual
• B is the Bradford Factor score

Generally speaking, the higher the score the worse your absences from work appear to the HR department. There are no ‘good’ or ‘bad’ Bradford Factor scores, each workplace will set their own thresholds and individual allowances for absentees which means that the score threshold is entirely dependant on the company an employee works for.

Some companies have a threshold as low as 100 and others much higher. A good standard practice is to pair the Bradford Factor scores in with time and attendance software as well as train HR personnel to interpret the score but not rely entirely on it.

Written by 5m3dfl0pr1 · Categorized: The Bradford Factor · Tagged: bradford factor, bradford factor effective?, bradford factor score, Employee absenteeism, employee attendance, HR departments, Time and Attendance, what is a good or bad bradford factor score.

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