The Bradford Factor and Temporary Contracts

[TonyG]

I cant find the answer online so thought Id ask here.

Im on an 8 hour per week temporary contract. If i am put on the rota for 20 hours and take one day off sick, I would still have done my contracted hours for the week so can the employer still apply the Bradford Factor to the day I was off sick?

As I am on a temporary contract which is renewed every 3 months, can they roll over the points already accumulated in the Bradford Factor to the new contract, or is it a case of new contract new start?

[ULA]

It really depends what your contract says.

Normally the Bradford Factor (BF) would be applied over a 52 week period but if you are on a temporary contract renewed every three months the details of how the BF is applied in your circumstances should be detailed in your contract or within the company's sickness absence policy.

[TonyG]

Thank you. There is no mention of the Bradford Factor in my contract or within the company's sickness absence policy. It is something they brought up at my back to work meeting. Although I have heard the term mentioned a few times in relation to other peoples sick days, this is the first time I have been officially made aware of it.

[Amethyst]

For others, as I've never heard of it either, here's a "font of all knowledge (but not necessarily perfectly accurate)" wiki description of the Bradford Factor -> https://en.wikipedia.org/wiki/Bradford_Factor

The Bradford Factor or Bradford Formula is used in human resource management as a means of measuring worker absenteeism. The theory is that short, frequent, and unplanned absences are more disruptive than longer absences.

[ULA]

My view is that it’s always right and fair to ensure that employees, even on a temporary contract, are aware of any sickness policy/procedures and if use is made of a monitoring tool i.e. the Bradford Factor this is detailed. They should also outline what level of attendance is expected, and what happens in the event that this isn’t met by an employee.

I would suggest that you either speak to HR or go back to the person who mentioned it in your return to work interview and ask for some clarification on the company’s expectation of attendance and whether the BF is all that is taken into account although in my opinion it should not be the only factor.

Does your period of sickness and the use of the Bradford Factor relate to your previous thread "Who decides if you are too sick to work"?

Also just to clarify has the company asked you to vary your hours of work from 8 per week to 20? Is this a permanent change to your temporary contract or just that they are short staffed for the week and they have asked you to work overtime?

[TonyG]

Does your period of sickness and the use of the Bradford Factor relate to your previous thread "Who decides if you are too sick to work"?

Yes

Also just to clarify has the company asked you to vary your hours of work from 8 per week to 20? Is this a permanent change to your temporary contract or just that they are short staffed for the week and they have asked you to work overtime?

Everyone is on an 8 hour per week contract whether temporary or permanent. They will only guarantee 8 hours work per week but no one ever works just 8 hours a week, we always work more. Ive worked 16 - 48 hours a week depending on time of year.

[TonyG]

"The Bradford Factor or Bradford Formula is used in human resource management as a means of measuring worker absenteeism. The theory is that short, frequent, and unplanned absences are more disruptive than longer absences."

IMO the theory is flawed as it automatically assumes every absence due to sickness is disruptive, it doesnt take into account the skill set needed to do a job i.e. the less skills needed the less disruption would be caused. It also doesnt take into account that people will either not take time off sick, or come back too soon, to avoid a high score, which in turn will spread whatever bug they had and be more disruptive then if they had stayed off sick.