What is the Bradford factor?
The Bradford Factor is a system of indicators for evaluating and analyzing sickness-related absences in the company. It makes particularly frequent short-term absences visible, as these often cause greater operational challenges than isolated longer absences. But how exactly does the Bradford Factor work and how can it help companies to better manage absences?
What is the Bradford factor?
The Bradford Factor (also known as the Bradford Index) originated in the UK and is used to measure and weight sickness-related absences. The aim is to identify employees whose frequent, short absences are a particular burden on the company. The formula for the Bradford factor is: Bradford factor = S² × D
- S stands for the number of absences (number of different phases of illness)
- D stands for the total number of days lost due to illness
A higher value indicates that short, frequent cases of illness represent a greater burden for the company than longer, individual absences.
Evaluation of the Bradford Factor Score
| Bradford Factor Score | Rating | Recommended action |
|---|---|---|
| 1-200 | No abnormalities, no need for action | No measures required |
| 201-449 | First signs of motivation-related absence / absenteeism | Discussions and root cause analysis recommended |
| from 450 | Critical, urgent need for action | Immediate measures and intensive discussions |
Why is the Bradford factor useful?
1. visibility of frequent short-term outages
The Bradford factor makes the frequent, short absences in particular transparent, which are often more difficult to plan and can significantly disrupt processes in the company.
2. early detection of problems
Monitoring using the Bradford Factor allows problems such as chronic illness, inadequate working conditions or demotivation to be identified at an early stage. This allows measures to be taken in good time before major organizational difficulties arise.
3. support in personnel management
The tool helps HR management to conduct objective and fair discussions with affected employees in order to clarify the causes of absences and develop individual solutions.
Practical application and limitations of the Bradford factor
In practice, the Bradford Factor should not be used as the sole basis for personnel decisions. Rather, its use is recommended as a starting point for discussions and the development of constructive solutions to reduce absenteeism. It is important to always precisely analyze the reasons behind absenteeism, as purely quantitative considerations are not always sufficient. Systems such as the digital personnel file and professional time recording systems, for example the ZMI – Time solution, which document absences transparently and comprehensibly, can help with this.
Conclusion
The Bradford Factor is a helpful tool for objectively analyzing and managing absenteeism. Combined with digital and automated time tracking such as ZMI – Time, it helps HR departments to manage operational challenges caused by absenteeism more efficiently and respond proactively to potential problems.