Bradford Factor calculator
The Bradford Factor is a score some employers use to see how often an employee is absent. It is B = S x S x D, where S is the number of separate spells of absence and D is the total days absent over the last 52 weeks. One 10-day absence scores 10. Ten 1-day absences score 1,000. No law sets the score or says how to use it.
A spell is one continuous period of absence. Three days in a row is one spell.
All working days lost across those spells, in the same 52 weeks.
Level 2 of the example levels, which starts at 125. Example levels only. Not set by law.
If the same 8 days had been one continuous absence, the score would be 8. The difference comes from the number of separate spells.
A score is a reason to look at the record and talk to the employee. It is not, on its own, a reason for discipline.
Appsentia works this out for every employee from your leave data, with your own trigger points. See how it works
The law on this page is the law of England, Scotland and Wales. The sections of the Equality Act 2010 cited here extend to those three nations (legislation.gov.uk, linked below). Northern Ireland has its own law, including the Disability Discrimination Act 1995 (nidirect).
How to read the score
The score has two inputs, both from the same 52 weeks:
- S, spells: the number of separate absences. Days off in a row are one spell.
- D, days: the total working days lost across those spells.
S is squared, so frequent short absences score far more than one long absence of the same length. 4 spells totalling 8 days score 4 x 4 x 8 = 128. The same 8 days as one absence score 8. Acas describes trigger point systems as usually based on either the number of absences in a period or the length of an absence (Acas, absence trigger points). The Bradford Factor puts both in one number, with more weight on the number.
Use "List each absence" in the calculator to count only the spells that started in the 52 weeks before a date you choose.
A score does not show:
- why the employee was absent;
- whether the absences come from one health condition, a disability or pregnancy;
- whether the employee was dealing with an emergency involving a dependant; or
- whether work caused the absence, for example an accident or stress.
Acas lists these among the questions to consider in an absence review, which starts with a conversation with the employee about their wellbeing, the reasons for the absence and what support they need (Acas). Our Bradford Factor guide covers worked examples and using scores fairly.
Example trigger points
A trigger point, or review point, is a score at which your absence policy says the absence will be reviewed. Acas says there are no legal rules about how or when absence should be reviewed (Acas). No law or official body sets Bradford Factor levels.
Appsentia fills in the levels below as examples on its trigger point settings, and flags no one until a company saves its own levels. The calculator above shows which example level a score has reached.
| Example level | Starts at score |
|---|---|
| Level 1 | 51 |
| Level 2 | 125 |
| Level 3 | 400 |
| Level 4 | 650 |
If you use trigger points, Acas says your absence policy should make clear:
- what the review points are;
- how you flag that an employee has reached one; and
- that reaching one will start an absence review.
Acas also says an employer should not use review points to trigger disciplinary action automatically. If employees see the system as a way to punish them, they may come back to work too early to avoid a review point (Acas). Before you adopt a level, check how many employees it would have caught over the last year. Our guide to absence policies and trigger points covers the rest of the policy.
Excluded absences
The score is for unplanned absence, so leave holiday and other planned leave out. Absence linked to disability or pregnancy needs more care.
Disability-related absence
A disabled employee may need time off for regular medical treatment, and so reach your review points sooner (Acas). Under the Equality Act 2010, an employer discriminates if it treats a disabled person unfavourably because of something arising in consequence of their disability and cannot show that this is a proportionate means of achieving a legitimate aim (s15). Where a provision, criterion or practice puts a disabled person at a substantial disadvantage, the employer must take the steps it is reasonable to take to avoid it (s20).
Acas gives these examples of reasonable adjustments: not counting some or all disability-related sickness absence towards trigger points, raising the number of absences that triggers a review, and recording disability-related absence separately from other sickness absence (Acas, disability-related absence).
Pregnancy-related absence
An employer discriminates against a woman if, in or after the protected period, it treats her unfavourably because of illness she suffered in that period as a result of the pregnancy (Equality Act 2010, s18). Acas suggests deciding that absence related to pregnancy will not count towards review points (Acas).
Time off for dependants
Acas lists time off for dependants among the things to check in an absence review (Acas). Record it as its own leave type, not as sickness. See our guide to time off for dependants.
The Bradford Factor in Appsentia
Appsentia works out the Bradford Factor for every employee from the sick leave in your uploaded records, over the 52 weeks to today. Leave records come in as a CSV or Excel file from any HR or payroll system. Sick days in a row form one spell. Weekends, non-working days and bank holidays in between do not break a spell, and for UK companies the bank holidays are those GOV.UK publishes for each nation.
- Your trigger points. You enter the levels from your own policy. Appsentia shows who has reached each level and sends an alert when an employee's score reaches a higher level. No one is flagged until you save your levels.
- Excluded absences. You can mark a leave type or a single absence as pregnancy-related, disability-related or for another protected reason. Excluded absences are kept out of the Bradford score, the risk score, pattern flags and alerts.
See what Appsentia does for UK employers, or start a free trial.
Frequently asked questions
How do you calculate the Bradford Factor?
B = S x S x D. S is the number of separate spells of absence and D is the total days absent, both over the same period. This calculator uses the last 52 weeks. 4 spells totalling 8 days give 4 x 4 x 8 = 128.
What Bradford Factor score triggers a review in the UK?
No law sets one. Acas says there are no legal rules about how or when absence should be reviewed. Each employer sets its own trigger points in its absence policy. The levels on this page are examples only.
What counts as one spell of absence?
One continuous period of absence, however many days it lasts. Three days off in a row is one spell. Three separate single days are three spells.
Should disability-related absence count towards the score?
It may need to be left out. Acas gives not counting some or all disability-related sickness absence towards trigger points as an example of a reasonable adjustment. The Equality Act 2010 requires reasonable adjustments for disabled employees.
Sources
- Acas, Absence trigger points, last updated 29 November 2024.
- Acas, Disability-related absence, last updated 10 September 2024.
- Equality Act 2010, section 15, section 18 and section 20, legislation.gov.uk.
- nidirect, Disability discrimination law: employment rights (Northern Ireland).
Sources checked on 11 November 2026. This page is general information, not legal advice.
Bradford Factor scores with your own trigger points
Upload leave records from any system as a CSV or Excel file. Appsentia works out each employee's Bradford Factor, flags who has reached your trigger points and keeps excluded absences out of the score. Free for 30 days for up to 10 employees.