The Bradford Formula

The Bradford Formula is a human resource tool that measures the frequency of unexpected employee absence. It accounts for both the total number of times employees have been on leave and the regularity with which they do so, awarding higher values to employees who are regularly or often absent. The intention is to emphasize high levels of unplanned absence that might have an impact on the working environment.

Measurement of the Bradford Factor

The Bradford Factor can be measured using the steps listed below:

1. Keep a record of the absences: Every casual absence of an employee needs to be recorded. This is usually sickness, emergency, or any other situation that the employee has not planned to be absent.
2. Calculate the number of absences: Add up all the total casual absences of an employee in an interval; mostly, the period considered is a moving time of 12 months.
3. Calculate the Bradford score for each employee using the Bradford Formula: B = S² × D, where
   • B = Bradford score,
   • S = total number of separate instances of absence, and
   • D = total number of days absent.
4. Analyze Bradford scores: Identify employees who have higher Bradford scores, as these reflect more frequent or clustered unplanned absences.
5. Deal with high scores: The workers with high Bradford scores may have an absenteeism problem that should be addressed with them. This is only if necessary. There should probably be strategies developed to curb absences.

The Bradford factor detects a trend in the workers'' absence, and should not be the only measure for job performance or taking any punitive action. Do not be driven by the Bradford factor but rather take a holistic approach.

Example of Bradford Factor

Let us consider two employees; we are looking at, again, the unplanned absences over the past 12 months.

Employee	Total Number of Separate Instances of Absence (S)	Total Number of Days Absent (D)	Bradford Score (B)
Employee 1	3	6	32 × 6 = 54
Employee 2	1	10	12 × 10 = 10

Here, for example:

• Employee 1 has a higher Bradford Score (54) because they had more separate instances of absence.
• Employee 2 has a lower Bradford Score (10) because they had fewer instances of absence, even though their total days distant were more.

This means that Employee 1''s sickness absences were more frequent, or bunched, than those of Employee 2, based on the Bradford Formula. The higher the Bradford score, the greater the concern it might give rise to about monitoring patterns of absenteeism.

Advantages and Disadvantages of the Bradford Formula

Advantages

• Simplicity: It offers a simple method to quantify and measure the information about absenteeism.
• Early warning: It will act as an early warning system prior to excessive absenteeism occurring to allow remedial action to be taken by the management.
• Standardization: It allows the figures of absenteeism to be standardized when compared with others or teams.

Disadvantages

• Ignoring reasons: Ignorance might arise naturally to some absence due to personal emergencies or health issues, but then it does not consider reasons for absences.
• Perceived punishment: The employees may consider this system as a punishing type since it impinges on the frequency and not on the reasons of the absence.
• Industry suitability: Not suitable for industries where seasonal fluctuations or occasional high absenteeism is a feature.
• Frequency overemphasis: Overemphasis on frequency may not be indicative of the real impact of longer single instances of absence.
• Mental health limitations: This may not allow for effective capturing of mental health related absences since such will be less frequent but with an impactful result.

In summarizing, the Bradford Formula has its merits, but it should be used judiciously, considering its limitations, and complementing a broader understanding of individual circumstances and performance.

Conclusion

To wrap up, the Bradford formula is a tool that could be of use when handling cases of employee absenteeism, but it needs to be used with care. It is not the be-all and end-all, and therefore employers need to consider other factors and respect the individual situation of each employee.

Employing fairness and understanding in the use of the formula can be a building block towards creating a positive and supportive working environment.

FAQs

1. For what is the Bradford formula used?

The Bradford Formula calculates a numerical score for employee absenteeism on the basis of frequency and length of unplanned absence.

2. How is the Bradford formula calculated?

This is by the formula, B = S² × D where B is the Bradford score, S is the total number of separate instances of absence, and D is the total number of days absent.

3. What does a higher Bradford Score indicate?

A higher Bradford score would suggest more frequent or clustered absenteeism and thus would indicate patterns of absenteeism which would require attention.

4. Does the Bradford formula account for the reasons for absence?

The formula accounts for only the frequency and length of time off and not the reasons for it.

5. Is the Bradford formula the only consideration in your management of absenteeism?

No, it should use a broader understanding of the situation with individuals and performance factors to make sure that it is fair and comprehensive in dealing with absenteeism management.