What is an acceptable Bradford score NHS?
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What is an acceptable Bradford score NHS?
A Bradford Index of 150 in a rolling 12-month period will be used as one of the trigger points for management of sickness absence under this policy.
How do I lower my Bradford score?
Studies have shown that by educating employees about the Bradford Factor, and informing them of their score on a regular basis, absenteeism can be dramatically reduced. This is largely down to employees realizing that taking the odd day off here and there will quickly multiply their Bradford Factor score.
What is a good Bradford Factor score?
What Is an Acceptable Bradford Score?
| Score | What It Means |
|---|---|
| Under 50 | Typical score for an average employee |
| Over 50 | A threshold for concern or basic monitoringf |
| Over 100 | Potentially the start of a trend that requires keeping an eye on |
| Over 200 | Some kind of action may need to be required |
Does the Bradford score reset?
When does the Bradford Factor reset? To use it correctly, you need to set a period of time over which you will measure the impact of staff absences. Most companies reset the calculator once each year.
Do you get full pay on phased return NHS?
NHS employees and managers can use the online tool ‘Everything you need to know about sickness absence’ which includes information on phased return. There is no right to full pay during a phased return (unless stated in your policy). But often annual leave hours can be used.
Is 1 a good Bradford score?
Essentially, the higher the score, the worse an employee’s attendance record. In some cases, a Bradford Factor score higher than 500 could be used as justification for dismissal. Scores between 200 and 500 indicate serious absenteeism concerns and may require addressing the issue.
Is the Bradford score discriminatory?
It is for employers to manage their businesses how they see fit, and the Bradford Factor is just one way of monitoring and managing staff absences. However, employers must still be careful that the way that they use the Bradford Factor does not lead them to commit unlawful indirect discrimination.
Can NHS sack you for being sick?
You can be dismissed if you have a persistent or long-term illness that makes it impossible for you to do your job. Before taking any action, your employer should: look for ways to support you – for example, considering whether the job itself is making you sick and needs changing.
Can a job offer be withdrawn due to sickness record NHS?
The employer can then ask any remaining questions they may have about disability and health. However, they cannot reject someone just because the medical shows that they have a disability; the job offer can only be withdrawn if the medical shows that they would not be able to do the job properly.
How do you calculate the Bradford Factor?
The Bradford Factor is calculated with the following formula:
- B = S x S x D.
- B = Bradford Factor.
- S = Spells or number of occasions of unauthorised absence – in the formula this is squared (multiplied by itself)
- D = Total number of days absent.
- Examples.
Can you get sacked on the Bradford Factor?
Sickness Absence: the Bradford Factor disciplinary tool for sickness absence – and BF use has led to people being sacked or otherwise discriminated against.
What is classed as long-term sick NHS?
Long-term sickness absence is defined as a continuous period of absence lasting more than 28 days. The employee must give you a ‘fit note’ (formerly a ‘sick note’) if they’re absent for more than seven days. Hospital doctors or GPs provide these, but may charge a fee if a fit note is requested before seven days.
Does sickness go on your reference?
No. It is up to your employer whether they disclose your sickness records to your potential employer. If they do, they must stick to the facts or risk legal action.
Can you mention sickness in a reference?
A reference will include whatever the new employer asks and the old employer is allowed to disclose. Most employers will ask some sort of a question on it. Some places will ask please detail any sickness absences in the last 12 months with dates, or maybe how many sick days.
