Sick Pay | The Bradford Factor under day one SSP: a cautionary tale for employers

If you’re in HR, you’ve definitely heard of the Bradford Factor. Developed in the 1980s by the Bradford University School of Management, it quickly gained popularity as a tool for employers seeking a straightforward way to manage employee absence. And with Statutory Sick Pay about to change, it’s making the rounds in conversations again.

From April 2026, SSP will become payable from the first full day of absence, and eligibility will widen. That means short-term, intermittent absences may carry a more direct cost for employers. And for some, that will make tools like the Bradford Factor feel more tempting than ever.

But is it really the best approach for modern absence management? Let’s explore why relying solely on The Bradford Factor isn’t best practice.

What is the Bradford Factor?

For the uninitiated, the Bradford Factor is based on the theory that short, frequent, unplanned absences are more disruptive to businesses than longer periods of absence. It uses a simple formula to calculate a score based on the frequency and duration of an employee’s absences, aiming to measure their impact on the business.