Bradford Score & Need help asap

vickystokes

Hi all,

Just to let u all know that I had my appeal today and everything went well!! Basically I have now resigned from my position, and if future employers contact the company, dismissal will not be on there see I did have a case and I won so glad that door has closed and I start my new job next Tuesday so happy!!

kingfisherblue

Just to let you know, if your new employer specifically asks how much time you have had off, and how many occasions, in the last year, your previous employer can tell them - they don't have to mention the dismissal. This could then lead to a job offer being withdrawn.

I know someone who resigned from their job after similar absences. They felt that the company was being unfair. However, businesses cannot always support time off here and there, even when due to genuine illness. The company concerned in the case I know about followed correct procedures, and gave a warning. the person decided to resign. She applied for a new job and was given a short, factual reference regarding dates worked. The new employer asked about absences and the old company gave factual details. the job offer was withdrawn due to high absence levels.

Good luck in your new job.

caeler

I'm pleased to hear you've moved past this now but I just wanted to add that 'Bradford Factor' is often used by employers who don't want to consider *why* you were off, just that after a particular quantity it becomes unacceptable regardless - makes it easier for them to treat everybody equally, it accepts that everybody gets sick but targets persistent absence. As others have pointed out under equality act employers are required to adjust the score accordingly if applicable.

Your employer can't give a bad reference, only a factual reference so they may decide to disclose that they terminated your employment although as you some how managed to allow you to resign instead they can't. Only you can decide to tell the truth to your new employer about why you are searching for new employment and the circumstances you left your last job.

tizerbelle

caeler wrote: »

Your employer can't give a bad reference, only a factual reference.

Employers can give a bad reference as long as it is factual - the two are not mutually exclusive. References when provided simply have to be factual and not intended to mislead - good or bad doesn't come in to it.

phrases like:
resigned after disciplinary appeal
attendance was below satisfactory
21 days of absence in 5 periods over 9 months

All would be factual, not intended to mislead and would set alarm bells ringing for the new employer.

zzzLazyDaisy

OP, I don't know if you know this, but just in case....

Since the change in the law last year, you now have to work two years (less one week) for your new employer before you have full employment protection. During that time the employer can dismiss you without reason, even if you have not done anything wrong, provided there is no unlawful discrimination involved (race, age, sex, disability). The employer does not even have a duty to follow any procedures during this time, unless the disciplinary procedures are expressly stated to be contractual, which would be very unusual. So it is in your interests to try and keep your sickness absence to a minimum.

Zazen999

caeler wrote: »

Your employer can't give a bad reference, only a factual reference so they may decide to disclose that they terminated your employment although as you some how managed to allow you to resign instead they can't.

Yes they can give a bad reference. What on earth makes you think this?