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Bradford Factor Trigger Points & UK Law

Based on the default pattern below, a typical score is 250. Adjust the inputs for your exact figure.

5 spells
10 days

Bradford score

250

Warning

Disruptive short-term absence pattern — a Stage 1 absence review and Return-to-Work interview are usually required.

050125400+

One more absence like this (1 spell, 2 days) would take the score to 432 — into the Critical tier.

How it's worked out

S² × D = 5² × 10 = 250

Audit note

Trigger points are employer POLICY, not law — set the Notice / Warning / Critical thresholds under Adjust assumptions to match your own absence policy (the 50 / 125 / 400 defaults are just common practice). Apply them with discretion: under the Equality Act 2010, disability- and pregnancy-related absence may need to be discounted and the thresholds adjusted before any formal action.

Stop tracking this by hand

A Bradford score is only as accurate as the absence dates behind it. Tempry logs every request against an immutable ledger, so you're always calculating from an accurate record — not a spreadsheet you have to keep updating by hand.

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How this calculation works

Work out a Bradford Factor score from absence spells and days, see which trigger-point tier it falls into, and understand what UK employers can and can't do with the result.

Worked example

S² × D = 5² × 10 = 250

Frequently asked questions

What are typical Bradford Factor trigger points?
Common defaults are 50 (informal check-in), 125 (Stage 1 review and Return-to-Work interview) and 400 (formal Stage 2/3 action). These are policy choices, not legal requirements — each employer sets and publishes its own.
Is the Bradford Factor legal?
Yes, using it is lawful, but how you apply it can create legal risk. Applying rigid trigger points without discretion can lead to disability, pregnancy or sex discrimination claims under the Equality Act 2010 if it disadvantages protected groups.
Can you be dismissed because of your Bradford Factor score?
A score alone is not a fair reason to dismiss. It can flag a case for review, but a fair process — investigation, warnings, Return-to-Work interviews and consideration of reasonable adjustments — must follow before any dismissal.
Does the Bradford Factor count disability-related absence?
It can, but you should usually discount or adjust for disability-related absence. Counting it the same as other absence, or applying the same triggers, risks discrimination arising from disability; reasonable adjustments to the thresholds are often required.
How does it work for part-time and shift workers?
The score itself is not pro-rated — S² × D is the same formula for everyone. Fairness comes from adjusting the trigger points for people who work fewer days, so a part-timer isn't flagged faster than a full-timer for the same underlying pattern.