Bradford Factor
Encyclopedia
The Bradford Factor or Bradford Formula is used in human resource management
as a means of measuring worker absenteeism
. The theory is that short, frequent, and unplanned absences are more disruptive than longer absences. According to the Chartered Institute of Personnel and Development
the term was first coined due to its supposed connection with research undertaken by the Bradford University School of Management in the 1980s. It was developed as a way of highlighting the disproportionate level of disruption on an organisation's performance that can be caused by short-term absence compared to single incidences of prolonged absence. It was originally designed for use as part of the overall investigation and management of absenteeism. In contrast, if used as part of a very limited approach to address absence or by setting unrealistically low trigger scores it was considered short-sighted, unlikely to be successful and could lead to staff disaffection and grievances. The use of the Bradford Factor often provokes heated debate.
The Bradford Factor is calculated as follows:
where:
The 'set period' is typically set as a rolling 52 week period.
For example:
1 instance of absence with a duration of ten days (1 x 1 x 10) = 10 points3 instances of absence; one of one and two of two days (3 x 3 x 5) = 45 points3 instances of absence; one of one, one of three and one of six days (3 x 3 x 10) = 90 points5 instances of absence; each of two days (5 x 5 x 10) = 250 points
In May 2001, HM Prison Service began using the Bradford Formula to identify staff with high absenteeism due to illness. The Bradford Formula is used to calculate an "attendance score".
Bradford Factor and Disability Rights Legislation
The British Disability Discrimination Act 1995
and 2005 (DDA), (replaced by the Equality Act 2010) creates a duty on employers to tailor their actions to the individual circumstances of disabled employees. As certain disabilities may lead to a greater likelihood of short-duration absences or to a higher total of days of absence, caution is needed in taking action as a consequence of the data generated from the application of the Bradford Factor. The DDA allows disabled employees to request 'reasonable adjustments' in situations where they are disadvantaged by generic processes, failure to provide these reasonable adjustments, or to adequately justify why they cannot be provided, may leave the employer open to civil action for breach of the DDA in an Employment Tribunal. Reasonable adjustments in the case of the Bradford Factor might include recording Disability-Related Absence separately from Sickness Absence, or individually tailoring targets. Reasonable adjustments may also be requested by disabled employees for relief from any negative consequences of application of the Bradford Factor, such as disciplinary action or reduced salary awards.
Human resource management
Human Resource Management is the management of an organization's employees. While human resource management is sometimes referred to as a "soft" management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of...
as a means of measuring worker absenteeism
Absenteeism
Absenteeism is a habitual pattern of absence from a duty or obligation. Traditionally, absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer; it was seen as a management problem, and framed in economic...
. The theory is that short, frequent, and unplanned absences are more disruptive than longer absences. According to the Chartered Institute of Personnel and Development
Chartered Institute of Personnel and Development
The Chartered Institute of Personnel and Development is Europe's largest professional institute for people management and development. It is located in Wimbledon, London, England. The organisation has over 135,000 members across 120 countries, and achieved chartered status in 2000...
the term was first coined due to its supposed connection with research undertaken by the Bradford University School of Management in the 1980s. It was developed as a way of highlighting the disproportionate level of disruption on an organisation's performance that can be caused by short-term absence compared to single incidences of prolonged absence. It was originally designed for use as part of the overall investigation and management of absenteeism. In contrast, if used as part of a very limited approach to address absence or by setting unrealistically low trigger scores it was considered short-sighted, unlikely to be successful and could lead to staff disaffection and grievances. The use of the Bradford Factor often provokes heated debate.
The Bradford Factor is calculated as follows:
where:
- B is the Bradford Factor score
- S is the total number of spells (instances) of absence of an individual over a set period
- D is the total number of days of absence of that individual over the same set period
The 'set period' is typically set as a rolling 52 week period.
For example:
1 instance of absence with a duration of ten days (1 x 1 x 10) = 10 points3 instances of absence; one of one and two of two days (3 x 3 x 5) = 45 points3 instances of absence; one of one, one of three and one of six days (3 x 3 x 10) = 90 points5 instances of absence; each of two days (5 x 5 x 10) = 250 points
- 10 instances of absence; each of one day (10 x 10 x 10) = 1000 points
In May 2001, HM Prison Service began using the Bradford Formula to identify staff with high absenteeism due to illness. The Bradford Formula is used to calculate an "attendance score".
Bradford Factor and Disability Rights Legislation
The British Disability Discrimination Act 1995
Disability Discrimination Act 1995
The Disability Discrimination Act 1995 is an Act of the Parliament of the United Kingdom which has now been repealed and replaced by the Equality Act 2010 , except in Northern Ireland where the Act still applies...
and 2005 (DDA), (replaced by the Equality Act 2010) creates a duty on employers to tailor their actions to the individual circumstances of disabled employees. As certain disabilities may lead to a greater likelihood of short-duration absences or to a higher total of days of absence, caution is needed in taking action as a consequence of the data generated from the application of the Bradford Factor. The DDA allows disabled employees to request 'reasonable adjustments' in situations where they are disadvantaged by generic processes, failure to provide these reasonable adjustments, or to adequately justify why they cannot be provided, may leave the employer open to civil action for breach of the DDA in an Employment Tribunal. Reasonable adjustments in the case of the Bradford Factor might include recording Disability-Related Absence separately from Sickness Absence, or individually tailoring targets. Reasonable adjustments may also be requested by disabled employees for relief from any negative consequences of application of the Bradford Factor, such as disciplinary action or reduced salary awards.