You can do this with Bradford factor triggers, where your answer depends on the score reaching a certain amount. You can use the Bradford factor formula to calculate how employee absence has affected the organization. Okay, here`s a quick summary – but check out our full BrightBase guide to the brad factor. We wait here while you read this first. If you have a disability, your employer is required by law to support disability in the workplace. For example, if the employee is absent twice in 52 weeks, each period for five days, you will calculate their bradford factor score by the following calculation: An important thing to note is that this is not a mandatory method for calculating absences and their impact on a company. It`s simply a method, and there are other ways that employees can legally explore if they wish. You must prepare the required documentation for legal use. Our contract and documentation team will help you with all the documents you need in this regard.

But before you even do, you need to think about how you can apply it in your organization. Incredibly, the discredited Bradford factor is still being used. An imprecise hammer that always broke the wrong nuts. It doesn`t take much digging on social media to get an idea of what people think about it. And this comes with a word of warning; Even if you use measures and considerations other than the Bradford factor, the mere fact that you calculate it is a black spot against your credibility and culture. If your team knows you`re using it, they`ll hate you for it. The calculation of the Bradford FactorIal Rating Scale (B) is as follows: We have seen that employers and employees have asked if it is a legal instrument. The answer is simply yes. While return-to-work interviews are not a legal constraint for employers, they can help you track absenteeism and recording trends that may occur over a period of time. So, if you decide to use it, remember how you will view your employees with health issues, disabilities, mental health issues, and loved ones.

Make sure you have a fair and proper trial. Use this quick and easy calculator to calculate the bradford factor. In this way, management could take action on workplace issues and support external factors. This is a much more positive approach than disciplinary action, and the team as a whole is more likely to benefit. It takes into account all absences outside the employee`s right to annual leave. Sick leave, doctor`s appointments, emergency situations play a role in the calculation of the score. As you can see, we`re not just talking about the Bradford factor for sick leave, which tends to be a common misconception. As a result of this calculation, the higher the average values of the Bradford factor, the higher the impact on the organization. Monitoring a company`s success can be a difficult task because it relies on a lot of data from many different fields.

It is important to consider all factors, and one of those factors is the absence of employees. The Bradford factor is a tool that helps to understand this. The factor was originally developed for use in the general survey and management of absenteeism. On the other hand, when used as part of a very limited approach to combating absenteeism or by setting unrealistic trigger scores, it was considered short-sighted, probably unsuccessful, and could lead to employee dissatisfaction and complaints. The formula does not take into account certain disabilities that can lead to short-term absences such as epilepsy and asthma or serious but recoverable diseases such as cancer. [6] Similarly, it does not take into account autoimmune diseases, in which the appearance of disease attacks can be unpredictable. [2] The use of the Bradford factor often provokes heated debates. [7] The British union Unison argues that the Bradford factor tends to promote presenteeism, with workers fearing that disciplinary action for communicable diseases will come to work and risk transmitting diseases to others. [8] The Bradford Factor can be popular with small businesses because it is easy to use and can free up time to focus on other areas. Your company needs to define in a Bradford factor policy how it handles this. The policy indicates the actions taken when a certain score is reached – for example, points above 90 may trigger disciplinary proceedings. Remember that you should not take into account absences related to statutory leave, such as the leave of relatives, regardless of their age.

One of your employees could be caring for a parent with a disability. You will be prepared to face complaints of discrimination if you include such absences in your Bradford Factor calculator. Some may accuse us of being naïve here. We openly admit that some employees may not have your best interests at heart. There is always the possibility that someone will try to play the system and sneak here or there for a day under the guise of a “cold”. The Bradford factor uses a simple formula to create a score for each employee in your company. This formula looks like this: This is a significant difference and could prove to be an incredibly costly burden for large public sector organizations, which is why they take absence management very seriously. Matt Hancock recently wondered aloud why British “soldiers” go to work when they are sick and infect others. In addition to inadequate statutory sickness benefits, here`s a column about another reason: a strange little formula called the Bradford Factor. t.co/qwgRL3waBO pic.twitter.com/HTXvywFUCs you may be wondering how using a Bradford Factor calculator will help you.

“We welcome applications from people with disabilities. What is it? Oh yes, we use the Bradford factor. Even if you have a chronic illness. No, we do not offer part-time work. You need to talk to HR about the time you`re taking. What do you think it`s not getting better? Most employers who use it have a set Bradford score that triggers an absence check. And for teams that aren`t massive and distributed, you only need to know if absence is an issue without the need to add digital value. If not, are you really paying enough attention? Studies have shown that educating staff about the Bradford factor and regularly posting the score can reduce absenteeism by more than 20%. Based on the trigger points on the page, Becca`s absence pattern could result in a written warning.

But if you rely on a mathematical equation to keep up to date with your employees` absences, it`s very likely that you`ve already lost the battle. If you`ve already assigned an action to digital trigger points, simply specify how far a “bad egg” can push its absenteeism before taking action. HR departments across the country are now using the Bradford Factor to measure the impact of an employee who is absent from work. But how do you calculate a Bradford score? What is really a good Bradford score for your business? And how does using the Bradford Factor add value to your business? It is up to each employer to determine the extent to which the delay becomes an absence. In industries with shift models, such as healthcare and social services or manufacturing, lagging employees can disrupt the entire team or production line. If this applies to you, you can include a delay aspect of the Bradford factor in your out-of-office policy. We`ve already talked about what the Bradford factor is and whether or not it`s a fair method of managing absences (our conclusion: it`s not, don`t use it). The university has conducted research to highlight the disproportionate level of disruption to an organization`s performance that can be caused by short-term absences compared to individual cases of prolonged absence. The theory is that short, frequent and unplanned absences are more disturbing than longer absences.

If you already know how to interpret the score, you can go directly to the next calculation. Our Bradford Factor Score calculator will help you check the results. Once you have your calculation, use it to analyze how absenteeism affects your business. Many will argue that these interviews are much more effective than using the Bradford factor because more time is spent determining the cause of the absence for each employee, and by using this personalized and caring approach, employers will often find that the employee does not deserve corrective action. For example, suppose an employee gets sick with the flu. They take three days off, feel a little better and drag themselves to the office, worried about their Bradford score. However, instead of fully recovering, they end up getting even sicker and missing another week. If you work in human resources, you`ve probably heard of it before, but for those of you who have never experienced it before, let`s explain what the Bradford factor is and what a good Bradford factor score is. There are other points to consider. Sometimes absences can be unavoidable, and employees see the use of this system as a way to punish employees for sincere absences. This can harm the working relationship.

It is therefore advisable that, even if you use this method, you take into account the peculiarities of absences. Here we look at the Bradford factor and whether it can lead to you being laid off from work. A bad Bradford Factor Score is a high score. Essentially, the higher the score, the worse an employee`s attendance record. In some cases, a Bradford factor value greater than 500 could be used as justification for dismissal. Scores between 200 and 500 indicate serious absenteeism concerns and may require a solution to the problem. The Bradford Factor policy can also be included in your employee handbook. The Bradford factor is a mathematical equation and treats everyone equally, no matter who they are.