UK

United Kingdom · Compliance, quality and safety · Lead (8-12 years)

Lead Wellbeing and Mental Health Standards Specialist

Here is the whole job, in plain words. What it is, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

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  • Experience bandLead (8-12 years)
  • Direct reports3-5 reports
  • Reports toWellbeing and Mental Health Standards Manager
  • UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Principal Psychosocial Risk Advisor · Senior Manager, Workplace Wellbeing Compliance · Organisational Health & Safety Lead

Built on 43,079 real UK job descriptions we analysed · grounded in qualifications employers recognise

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Working safely in sport, exercise, health and leisure Cambridge OCR Level 3 Cambridge Technical Extended Diploma in Sport and Physical Activity Development
Safe Working Practices 1st4sport Level 3 Senior Equine Groom Diploma
Promote health, safety and welfare in active leisure and recreation Focus Awards Level 2 NVQ Certificate In Active Leisure, Learning and Well-Being Operational Services (RQF)
Lead and manage a team within a health and social care or children and young people’s setting IAO Level 5 Diploma In Leadership for Health and Social Care and Children and Young People's Services (England)

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Data Fluency turning numbers into a decision
AI Governance Fluency using AI responsibly
Trust Fluency keeping the digital world safe
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Your Plan Illustration

Built for Lead Wellbeing and Mental Health Standards Specialist

4 units that map to this job, from the qualifications that cover it.

  1. Working safely in sport, exercise, health and leisure Cambridge OCR · covers 1 of 10 standards Level 3
  2. Safe Working Practices 1st4sport · covers 1 of 10 standards Level 3
  3. Promote health, safety and welfare in active leisure and recreation Focus Awards Limited · covers 1 of 10 standards Level 2
  4. Lead and manage a team within a health and social care or children and young people’s setting Innovate Awarding · covers 2 of 10 standards Level 5
These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

2AI and this work

Will AI change your work as a Lead Wellbeing and Mental Health Standards Specialist?

Nobody can say exactly how. Here is what this job is being asked for next, and where to start.

The new skills this role is being asked for

  • Ethical AI & Data Governance for Wellbeing
  • Digital Wellbeing & Hybrid Work Psychosocial Risk
Why each one is rising

The future skills this job leans on

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

What happens when you start

Next, a free account. We build your Lead Wellbeing and Mental Health Standards Specialist plan as you set up, starting with a Future Fluency module on using AI in your job. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

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3What this role really is

This job sets and oversees standards for psychological health and safety in the workplace, covering audits, policy and risk management.

4What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

EHS/GRC Platforms (e.g., Intelex, Enablon, Cority) Advanced

You'll configure risk assessment modules, build custom dashboards for wellbeing KPIs, and train your team on how to use the platform for psychosocial hazard management and corrective action tracking.

Survey & Feedback Platforms (e.g., Qualtrics, Glint, Culture Amp) Advanced

You'll design and validate survey instruments, configure complex branching logic, and perform in-depth analysis of results to identify key psychosocial risks and trends.

Data Visualization (e.g., Power BI, Tableau) Advanced

You'll connect various data sources (surveys, HRIS), build new, insightful dashboards to track leading and lagging indicators of wellbeing, and present compelling findings to senior leadership.

LMS & Training Platforms (e.g., Cornerstone OnDemand, Docebo) Advanced

You'll upload and configure new training content (e.g., Mental Health First Aid), manage learning pathways for different employee groups, and track completion and effectiveness.

Collaboration Tools (e.g., MS Teams, SharePoint, Asana) Advanced

You'll manage project plans for complex wellbeing initiatives, set up and maintain SharePoint sites for programme documentation, and facilitate remote workshops with Miro for strategic planning and problem-solving.

HRIS (e.g., Workday HCM, SAP SuccessFactors) Advanced

You'll work closely with HRIS analysts to define requirements for bespoke reports, correlating wellbeing data with demographics, turnover, and other HR metrics to identify patterns and inform strategy.

5What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choiceComing in Where you are nowThe step above
Programme Design & Methodology Follows established methodologies; proposes minor adjustments for supervisor review. Selects appropriate methodologies for routine projects; proposes new approaches for manager approval. Designs and validates new methodologies; makes technical decisions within workstream scope.
Budget Allocation (Project Level) No budget authority; flags potential cost overruns to supervisor. Manages small project budgets (up to £5K) under manager oversight. Approves project expenses up to £20K; recommends larger budget requests to Director.
Policy & Standard Interpretation Applies existing policies; escalates ambiguous situations to supervisor. Interprets policies for routine cases; proposes policy clarifications to manager. Interprets complex policy scenarios; makes recommendations for policy updates to leadership.
Team Management & Development None. Provides informal guidance to new joiners. Mentors 0-2 junior team members; provides informal feedback.

6How you'll be judged

The scoreboard, and what is not on it. The hard targets, how often each is actually looked at, and the quiet signals that never reach a dashboard.

Psychosocial Risk Score Reduction
Average reduction in identified psychosocial risk scores across targeted departments or business units.
Target · 15% reduction in high-risk areas within 12 months

After implementing new workload management protocols in the Customer Service team, their average COPSOQ score for 'demands' dropped from 7.2 to 6.1 (a 15.3% reduction) over six months.

ISO 45003 Audit Readiness Score
Internal audit scores reflecting our readiness for formal ISO 45003 certification, focusing on management system elements.
Target · Achieve an internal audit score of 85% or higher across all clauses

Our Q2 internal audit for the 'Planning' clause of ISO 45003 scored 88%, showing we're on track with our objectives and hazard identification.

Manager Confidence in Mental Health Support
Percentage increase in managers reporting confidence in identifying and supporting employees with mental health concerns.
Target · 25% increase in confidence scores post-training for managers in pilot programmes

Following your bespoke training programme, 78% of team leaders in the pilot group reported feeling 'confident' or 'very confident' in signposting mental health support, up from 53% previously.

Wellbeing Programme Adoption Rate
Percentage of eligible employees engaging with key wellbeing initiatives you've designed (e.g., Mental Health First Aiders, EAP usage, specific training modules).
Target · Minimum 70% engagement for core training, 10% increase in EAP usage (where appropriate)

The 'Stress Less' workshop series you launched saw 75% of the target audience complete all modules, and EAP referrals from those departments increased by 12% in the following quarter.

Leadership Buy-in & Advocacy
Senior leaders actively championing wellbeing initiatives and integrating psychosocial risk into business discussions.
  • Leaders reference wellbeing in town halls
  • they allocate budget without significant pushback
  • they proactively seek your input on organisational changes
  • you're invited to strategic planning meetings, not just compliance reviews.
Organisational Learning & Improvement
Evidence that the organisation learns from incidents and feedback, making systemic changes rather than just reactive fixes.
  • Root cause analyses for wellbeing incidents lead to policy changes, not just individual support plans
  • survey feedback directly informs new initiatives
  • lessons learned from audits are consistently applied across departments.
Credibility as an SME
You're seen as the authoritative voice on psychological health and safety, both internally and potentially externally.
  • You're the first point of contact for complex psychosocial queries
  • you're asked to present on wellbeing topics to various internal groups
  • your recommendations are typically adopted without significant challenge
  • you might even be asked to represent the company at industry events.
Effective Team Leadership & Mentorship
Your direct reports feel supported, developed, and empowered, contributing effectively to the team's goals.
  • Your team consistently meets project deadlines
  • team members report high job satisfaction and growth in 1-on-1s
  • you receive positive feedback from your manager on your leadership style
  • you've successfully coached junior members to take on more complex tasks.

7Would you like it

Both sides. What people enjoy, and what grinds them down.

What people enjoy
Making a Tangible Difference to People's Lives

You'll get a real buzz from seeing your policies reduce stress levels, knowing your training helps a manager support a struggling team member, or hearing positive feedback from employees about a new initiative. It's about seeing the human impact of your work.

You helped design a new flexible working policy that genuinely improved work-life balance for parents, reducing their stress and improving retention. That's a win.

Solving Complex Systemic Problems

You love digging into messy data, connecting dots, and figuring out the root causes of organisational stress. It's like being a detective, but instead of solving crimes, you're solving workplace wellbeing puzzles. You're driven by the challenge of building robust, preventative systems.

You identified that a specific software rollout was causing widespread burnout in one department, leading to a redesign of the training and support process, not just telling people to 'cope better'.

Driving Organisational Change & Compliance Excellence

You're motivated by the idea of shaping the organisation's approach to a critical area, ensuring we're not just compliant, but truly leading the way. You enjoy the challenge of influencing leaders and embedding best practices that stick.

You successfully led the charge to get ISO 45003 certification on the agenda for next year, convincing the SMT that it's a strategic imperative, not just a 'nice to have'.

What frustrates people
  • Having to repeatedly make the business case for wellbeing, even after showing clear evidence of impact.
  • Dealing with 'wellbeing washing' where superficial perks are prioritised over systemic issues.
  • The slow pace of cultural change and getting buy-in from resistant parts of the organisation.
  • The tension between needing data to identify risks and maintaining individual confidentiality.
  • Being seen as the 'fixer' for individual mental health issues, rather than the architect of systemic prevention.
  • Legal teams watering down policies to the point of being ineffective for fear of liability.
What this role does not give you
  • A quiet, predictable routine with minimal stakeholder interaction.
  • Immediate, easily quantifiable wins every week—many initiatives take months or years to show full impact.
  • A clinical counselling role; you're not a therapist, you're a systems architect.
  • A role where you can avoid difficult conversations or challenging senior leaders.
  • The ability to ignore data or robust evidence in favour of 'gut feelings' or anecdotes.

8Who you work with

This role directly shapes our organisational culture around mental health and wellbeing. You'll set the benchmarks for how we identify, assess, and control psychosocial risks, which directly impacts our people's health, our compliance standing, and ultimately, our productivity and reputation. Get it right, and we're an employer of choice; get it wrong, and we're dealing with significant employee turnover and potential regulatory fines.

Inside the business
  • Head of HR and HR Business Partners
  • Legal & Governance Team
  • Operations Leadership (especially for high-risk areas)
  • Senior Management Team (SMT)
  • Employee Resource Groups (ERGs)
Outside the business
  • External Auditors (e.g., for ISO 45003)
  • Health & Safety Executive (HSE)
  • Mental Health Charities and Advocacy Groups
  • Specialist Wellbeing Consultants

9What you need before you start

Not a wish list. The things you would be expected to already have.

  • Proven experience (8-12 years) in a dedicated health, safety, or wellbeing role with a significant focus on psychosocial risk management.
  • Demonstrable experience in designing, implementing, and auditing management systems (e.g., ISO 45001, ISO 45003).
  • Experience leading projects or workstreams from conception to delivery, including managing small teams or significant budgets.
  • A track record of successfully influencing senior stakeholders and driving organisational change in complex environments.
  • Deep understanding of UK health and safety legislation, particularly as it applies to psychological health.
  • Strong analytical skills, with experience using data to identify trends, assess risks, and measure programme effectiveness.

10What to practise next

Where the job is going, and what to do about it starting this week.

Advanced Data Storytelling & Visualisation

Important within 12 months. It's not enough to just present data; you need to tell a compelling story that resonates with different audiences. This means moving beyond standard charts to create interactive, narrative-driven dashboards that clearly articulate risks, impacts, and the value of interventions. You'll need to influence decisions, and a powerful story with data is your best tool.

Narrative structures for data presentations · Designing interactive dashboards for executive con · Using visual metaphors to explain complex concepts · Tailoring data visualisations for different stakeh · Principles of persuasive data communication

  • This month: Take an online course on advanced Power BI or Tableau techniques, focusing on storytelling features.
  • Next quarter: Redesign one of your existing wellbeing dashboards to be more narrative-driven and interactive.
  • Month 3-6: Seek feedback from senior leaders on your data presentations; actively solicit what resonates and what doesn't.
  • Month 6-12: Mentor a junior analyst on how to build compelling data stories, not just reports.

Quick win: For your next presentation, focus on one key insight and build the entire narrative around it, rather than just listing facts. Use a single, powerful chart.

Integrated GRC (Governance, Risk, Compliance) System Optimisation

Critical within 18 months. Wellbeing and mental health standards aren't standalone; they're part of a broader GRC landscape. You'll need to work with IT and other compliance functions to ensure our EHS/GRC platforms are fully optimised to capture, analyse, and report on psychosocial risks alongside other operational risks. This involves influencing system architecture and data flows.

GRC platform configuration for psychosocial risk m · Data integration strategies between HRIS, EHS, and · Automated compliance reporting workflows · Risk aggregation and correlation across different · Vendor management for GRC solutions

  • This month: Schedule meetings with the IT and broader GRC teams to understand our current system architecture.
  • Next quarter: Map out the ideal data flow for psychosocial risk data across our systems, identifying gaps and opportunities.
  • Month 3-6: Develop a proposal for optimising our EHS/GRC platform to better support wellbeing standards, including costings and benefits.
  • Month 6-12: Lead a project to implement one key integration or module enhancement in our GRC system.

Quick win: Identify one manual reporting task related to wellbeing compliance that could be automated or streamlined within our existing GRC platform. Start there.

11Staying current once you are in

What people here do to keep up
  • Regularly attend industry conferences and webinars on psychosocial risk, mental health, and organisational wellbeing to stay current with best practices and emerging trends.
  • Actively participate in professional networks or special interest groups focused on workplace mental health to share knowledge and learn from peers.
  • Undertake continuous professional development (CPD) in areas like advanced data analytics, change management, or executive coaching to enhance your leadership and influencing skills.
  • Consider publishing articles or presenting at conferences on your work in wellbeing standards to establish yourself as a thought leader in the field.

12The rising capability

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

Ethical AI & Data Governance for Wellbeing

Critical within 12 months. As we use more AI to analyse wellbeing data, there's a huge ethical minefield around privacy, bias, and how insights are used. Regulators are starting to pay attention, and employees are increasingly sensitive to how their data is handled. We need to ensure our use of AI is transparent, fair, and genuinely beneficial, not just efficient.

  • Data anonymisation and aggregation techniques for
  • Bias detection and mitigation in AI algorithms (e.
  • Explainable AI (XAI) for wellbeing insights
  • Ethical frameworks for AI deployment in HR/Wellbei
  • Employee consent and data usage policies

Digital Wellbeing & Hybrid Work Psychosocial Risk

Critical within 6 months. Hybrid and remote work models are here to stay, but they bring new psychosocial hazards: digital presenteeism, isolation, blurred work-life boundaries, and 'always-on' culture. We need to design standards and interventions specifically for this new reality, not just adapt old ones. This is about ensuring our policies are fit for the future of work.

  • Impact of digital overload and constant connectivi
  • Strategies for managing remote team cohesion and p
  • Developing policies for 'right to disconnect'
  • Assessing psychosocial risks in virtual work envir
  • Designing interventions for digital resilience and

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • ISO 45003 Implementation
  • Psychosocial Risk Assessment (PRA)
  • Systemic Root Cause Analysis (RCA)
  • Tiered Intervention Frameworks
  • Audit & Assurance Programme Design
  • Change Management (ADKAR/Kotter)

14The pathway

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

  1. 1

    Senior Wellbeing & MH Standards Analyst

    3-5 years

    Skills to master

    • Mastering psychosocial risk assessment methodologies, leading complex workstreams (like a departmental ISO 45003 implementation), designing data dashboards, and mentoring junior colleagues. You'd be owning projects end-to-end and making technical decisions.

    You're ready to move on when

    • Consistently delivers high-quality project outcomes with minimal supervision.
    • Proactively identifies and solves complex problems, not just executes tasks.
    • Receives positive feedback on mentorship and guidance provided to peers.
    • Demonstrates strong ability to influence project stakeholders.
    • Has a deep, practical understanding of ISO 45003 and related standards.
  2. 2

    Health & Safety Specialist (with strong wellbeing focus)

    4-6 years

    Skills to master

    • Deepening knowledge specifically in psychological health and safety, moving beyond physical safety. This involves leading psychosocial risk assessments, developing wellbeing policies, and gaining experience in mental health first aid programmes. You'd need to demonstrate a shift in focus and expertise.

    You're ready to move on when

    • Has led significant H&S projects with a clear psychosocial component.
    • Proven ability to integrate wellbeing into broader H&S management systems.
    • Has completed specialist training in occupational mental health or psychosocial risk.
    • Demonstrates a passion and expertise for the 'P' in PHS (Psychological Health & Safety).
    • Can articulate the business case for investing in mental wellbeing beyond just compliance.
  3. 3

    HR Business Partner (with compliance/wellbeing specialism)

    5-7 years

    Skills to master

    • Developing a strong understanding of compliance frameworks, data analysis for HR metrics (like absenteeism, turnover), and designing wellbeing interventions at a departmental level. You'd be moving from generalist HR to a specialist role with a strong focus on standards and risk.

    You're ready to move on when

    • Has successfully led HR projects with a significant wellbeing or compliance element.
    • Demonstrates strong analytical skills in interpreting HR data for insights.
    • Has experience influencing managers and leaders on people-related policies.
    • Shows a clear interest and aptitude for systemic risk management in the people space.
    • Can connect HR strategy to broader compliance and wellbeing objectives.

15Where this role leads

The long view: This work can lead to a director-level role in organisational health and wellbeing. It can also lead to a chief health and safety officer position, or a principal specialist role focused on psychosocial risk research and methodology.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Lead Wellbeing and Mental Health Standards Specialist is actually changing.

Where it leads

Roles this leads to

The record names a next step, but the catalogue has no page for it yet:

  • Wellbeing & Mental Health Standards Manager

How you would learn this

One to one, on the work you already do

A tutor sets the task against your own job and marks the reasoning, at your pace. There is no cohort to fall behind.

A lesson from Working safely in sport, exercise, health and leisure, worked against Lead Wellbeing and Mental Health Standards Specialist.

Working safely in sport, exercise, health and leisure Level 3

Applied to your work in Lead Wellbeing and Mental Health Standards Specialist

This unit aims to provide learners with a comprehensive understanding of health and safety within sport, exercise, health and leisure environments. Learners will be able to identify hazards, implement risk assessments, respond to emergencies, and promote a culture of safety, ensuring a safe working environment for themselves and others.

How the thinking builds
  1. 1 Remember
  2. 2 Understand
  3. 3 Apply
  4. 4 Analyse
  5. 5 Evaluate
  6. 6 Create
An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

It is £70 a month, billed monthly. Your free first module is Future Fluency, and you can cancel any time.

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See Your Progress Grow Illustration
Lead Wellbeing and Mental Health Standards Specialist
  • ISO 45003 Implementation
  • Psychosocial Risk Assessment (PRA)
  • Systemic Root Cause Analysis (RCA)
  • Tiered Intervention Frameworks
  • Audit & Assurance Programme Design
  • Change Management (ADKAR/Kotter)
This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

16The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Lead Wellbeing and Mental Health Standards Specialist is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Wellbeing & Mental Health Standards Manager

    3-5 years

    From L4 to L5

    • Enterprise-wide Programme Portfolio Management Overseeing multiple, concurrent wellbeing programmes and ensuring their strategic alignment and impact.
    • External Representation & Advocacy Representing the organisation externally on wellbeing and mental health standards to industry bodies or regulatory forums.
    • Advanced Data Governance for Sensitive Data Defining enterprise-level policies for the ethical collection, storage, and use of sensitive wellbeing data.
    • Crisis Management (Psychological) Leading the organisational response to significant psychological incidents or crises, ensuring robust support and learning.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, the amount of data, research, and communication in this role can be overwhelming. But what if you could cut through the noise and focus on the strategic impact? Our AI Productivity Hub is designed to do just that, giving you back precious hours every week to focus on what truly matters: building a healthier workplace.

We're not talking about replacing your expertise, but augmenting it. Imagine AI handling the grunt work of data analysis, research synthesis, and communication drafting, freeing you up to design better programmes, influence more effectively, and mentor your team. Here's a glimpse of how you'll use AI day-to-day:

Survey Theme Automation

Use Natural Language Processing (NLP) to instantly analyse thousands of free-text comments from engagement and wellbeing surveys. AI automatically identifies key themes (e.g., workload, recognition, manager support), sentiment, and emerging issues, giving you actionable insights in minutes, not weeks. This means less time manually coding comments and more time designing interventions.

Risk Hotspot Identification

Correlate anonymised wellbeing data with operational metrics like overtime, absenteeism, project load, and safety incidents. AI models can identify non-obvious patterns and predict which teams or roles are at highest risk of burnout before it happens. You'll get early warnings, allowing you to implement preventative measures proactively, rather than reactively.

Rapid Research Synthesis

Use AI assistants to scan and summarise the latest academic studies, regulatory updates (like new HSE guidance), and global best practices related to a specific psychosocial hazard (e.g., lone worker safety, hybrid work models). Get concise summaries and key takeaways in minutes, so you're always up-to-date without drowning in research papers.

Tailored Communication Drafting

Generate first drafts of communication plans, training materials, and policy documents tailored to different audiences. For example, create a business-case focused summary for executives and an empathetic, practical guide for frontline managers from the same core content. This drastically cuts down on writing and editing time, ensuring your message lands effectively every time.

Common questions

Common questions

How do you become a Lead Wellbeing and Mental Health Standards Specialist?

Common routes in include Senior Wellbeing & MH Standards Analyst (3-5 years), Health & Safety Specialist (with strong wellbeing focus) (4-6 years) and HR Business Partner (with compliance/wellbeing specialism) (5-7 years). Times vary with prior experience.

Where can a Lead Wellbeing and Mental Health Standards Specialist progress to?

This role can lead on to Wellbeing & Mental Health Standards Manager (3-5 years), depending on the skills you build.

What new skills matter most for a Lead Wellbeing and Mental Health Standards Specialist?

Increasingly, Ethical AI & Data Governance for Wellbeing and Digital Wellbeing & Hybrid Work Psychosocial Risk. These are the skills our record of this role lists as growing.

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17Where to go from here

Other roles at Level 5

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

 More jobs in compliance, quality and safety

Stay in the field you know and move sideways rather than up.
If you leave this industry

The skills built here, in psychosocial risk management, compliance and organisational change, apply across sectors. Consulting, regulatory bodies, and industries such as healthcare, finance and manufacturing all deal with complex wellbeing challenges.

This role profile is © 2026 Growth Engineering Technologies Ltd. Built from UK occupational standards and regulated qualification data, and written for Zavmo.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Start my plan, free What happens next: a free account, then we build your plan as you set up. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.