The Bradford Factor is a business metric that asserts that several short periods of absence are more disruptive than one long period, given the same number of total days absent. A higher Bradford Factor score is less desirable than a low one.
P is the number of periods of absence in a timeframe and
D is the total number of days of absence in the timeframe.
Employee A has had two separate periods of absence, totalling seven days.
2 x 2 x 7 = 28
Employee B has four separate periods of absence, totalling seven days.
4 x 4 x 7 = 112
The higher number is less desirable because four separate unexpected absences are more disruptive to the organisation than two would be - despite the same number of total absence days.
Although you may have created a range of Absence Reasons and Absence Types that you use to track absences, the Bradford Factor score only tracks Absences of the following System Level Absence Types:
Absence Reasons all belong to a single Absence Type, and it is those specific Absence Types that are used to calculate the Bradford Factor score.
For an accurate Bradford Factor, it is essential that we can define what is and isn’t a single period of absence.
For example, an employee who usually works Monday to Friday, but then is off on Friday and again on the following Monday, would be off for one absence period. The period would not be broken into two periods by the weekend, as those days are not the employee’s normal expected working days.
Defining an Absence Period can be a complex task in its own right. Focus uses a lot of factors to determine whether a period continues or is broken.