Who uses the Bradford Factor?

If you use the Bradford Factor for staff who have medical conditions, disabilities, mental health problems, or family members who have one or more of those, they are likely to need more time off than the average employee.

Can the Bradford Factor be backdated?

Whilst you cannot discipline someone for being ill, figures produced from the Bradford Factor will allow for objective data whereby disciplinary for absences can be made. You cannot backdate figures, so data can only be used once this monitoring system has been implemented into the Company Sick policy.

What should your Bradford Factor be?

Essentially, the higher the score, the worse an employee’s attendance record. In some cases, a Bradford Factor score higher than 500 could be used as justification for dismissal. Scores between 200 and 500 indicate serious absenteeism concerns and may require addressing the issue.

What matrix is used for redundancy?

Using a redundancy selection criteria matrix A redundancy selection criteria matrix is used to define the different criteria that will be applied in deciding which employees to make redundant, such as a combination of aptitude, performance reviews and disciplinary records.

What is a poor Bradford Factor score?

A score above 450 is generally categorised as “recommended dismissal” whilst a score between 250 and 499 is categorised as “final written warning”.

How long do Bradford points last?

52 weeks
Bradford factor scores are based on the frequency and length of an employee’s absence during a defined period, usually 52 weeks. Some HR systems, like CIPHR, can automatically calculate this score for you. Free online calculators are also available.

What is considered a bad Bradford Factor score?

What is the Bradford score for sickness?

The Bradford Factor is a formula commonly used in HR to measure employee absence. It’s a number that represents how many un-planned absences an employee has taken during the last working year. Generally, the rule is that the number increases with each bout of absence.

How do I lower my Bradford Factor?

Studies have shown that by educating employees about the Bradford Factor, and informing them of their score on a regular basis, absenteeism can be dramatically reduced. This is largely down to employees realizing that taking the odd day off here and there will quickly multiply their Bradford Factor score.

What criteria can be used for redundancy?

The following criteria can be used when selecting employees for redundancy:

• Skills and experience;
• Attendance and disciplinary records;
• Standard of work performance; and.
• Aptitude for work.

  How is the Bradford factor used in business?

  Q: What is the Bradford Factor? The Bradford Factor is a method of determining the impact of staff absenteeism based on the theory that frequent bouts of short, unplanned absence have drastically more impact on a business than longer absences. Q: Why is it called the Bradford Factor?

  What are the trigger points for the Bradford Factor?

  Bradford Factor trigger levels are completely flexible and vary from company to company, so it’s hard to identify a “good” or “bad” score. A rough example of trigger points, however, could be as follows: 0–50 points: No action is taken 51–124 points: Issue a verbal warning

  What happens if you score 400 on the Bradford Factor?

  400–649 points: Issue a final written warning. 650+ points: The employee is dismissed. Returning to the above example, Jeff (who was absent on six separate occasions and scored 252) would be given a written warning about his absenteeism if judged on this scale.

  What’s the Bradford factor for taking two days off?

  If Jeff calls in sick six times (S = 6), taking two days off on one occasion and one day on each of the other five (D = 7), then his Bradford Factor score would be 252 (because 6 x 6 x 7 = 252).