The use of the Bradford Factor often provokes heated debate.

The Bradford Factor is calculated as follows:

The Bradford Factor or Bradford Formula is used in human resource management as a means of measuring worker absenteeism.

Reasonable adjustments may also be requested by disabled employees for relief from any negative consequences of application of the Bradford Factor, such as disciplinary action or reduced salary awards.

Reasonable adjustments in the case of the Bradford Factor might include recording Disability-Related Absence separately from Sickness Absence, or individually tailoring targets.

One popular measure of absence is the Bradford Factor, which uses an algorithm based on the Number of Incidences and the Duration of each Incident to compute an absence score for each employee.

As certain disabilities may lead to a greater likelihood of short-duration absences or to a higher total of days of absence, caution is needed in taking action as a consequence of the data generated from the application of the Bradford Factor.

The Bradford Formula is used to calculate an "attendance score".

The Bradford Factor or Bradford Formula is used in human resource management as a means of measuring worker absenteeism.

In May 2001, HM Prison Service began using the Bradford Formula to identify staff with high absenteeism due to illness.