UK

United Kingdom · Human Resources · Mid-Level (2-5 years)

Employee Relations Officer

Here is the whole job, in plain words. What it is, a real day, 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.

  • Experience bandMid-Level (2-5 years)
  • Direct reportsNo direct reports
  • Reports toSenior Employee Relations Officer
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as ER Specialist · HR Relations Advisor · Workplace Investigator

Built on an analysis of 43,079 real UK job descriptions · grounded in qualifications employers recognise

Start with a free Future Fluency check, tuned to Employee Relations Officer

Ten quick questions, one per Future Fluency, asked against this role rather than a generic one. About five minutes, and no card.

Start the check, free

1What this role really is

This role is all about keeping our workplace fair and compliant. You'll be the person who steps in when things go a bit wrong between people, making sure everyone gets a fair hearing and we stick to the rules. It's a key part of making sure our company is a decent place to work for everyone, day in, day out.

2What you'd actually use

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

HR Acuity (or similar Case Management System)Intermediate

Entering new case data, attaching documents, logging interview notes, tracking case progress, and running pre-built reports to monitor your caseload. You'll be in this system most days.

Workday HCM (or similar HRIS)Intermediate

Pulling employee history, performance review records, compensation data, and organisational charts to inform investigations and verify employment details. You'll need to navigate it confidently.

Microsoft ExcelIntermediate

Using VLOOKUP, PivotTables, and basic formulas to organise case-related data, track trends within your caseload, or prepare simple summaries for your Senior ER Officer. No need to be a macro wizard, but comfortable with the core functions.

Microsoft Teams / SharePoint / ConfluenceIntermediate

Securely sharing case files (with appropriate permissions), collaborating on investigation reports with colleagues, and maintaining version control on policy documents. You'll use this for team communication and document management.

SHRM Online Resources / LexisNexis (basic access)Basic

Finding specific UK employment laws, ACAS guidance, or federal regulations as directed by your Senior ER Officer or Legal. It's about knowing where to look for reliable information.

3What 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 inWhere you are nowThe step above
Case Intake & PrioritisationTriages initial complaints, escalates anything beyond simple queries to supervisor.Independently assesses and prioritises low-to-moderate risk cases. Escalates high-risk or complex cases to Senior ER Officer.Determines investigation strategy for complex cases. Approves case prioritisation for junior team members.
Investigation Scope & MethodologyFollows pre-defined investigation plan under supervision.Designs and executes investigation plans for routine cases. Consults Senior ER Officer on novel approaches.Defines and approves investigation methodology for high-profile or systemic issues. Oversees multiple investigations.
Policy Interpretation & AdviceRefers policy questions to supervisor, provides basic policy information.Interprets and applies company policies to specific case facts, advises managers on standard application. Consults Senior ER Officer on ambiguous situations.Provides definitive interpretation for complex policy scenarios. Develops new policy guidance.
Disciplinary RecommendationsNo authority to recommend discipline. Provides factual findings to supervisor.Recommends appropriate disciplinary actions (e.g., verbal, written warnings) based on findings, with final approval from Senior ER Officer and business leader.Recommends and influences outcomes for complex disciplinary matters, including terminations, in consultation with Legal and senior leadership.
Legal EscalationEscalates all potential legal issues to supervisor immediately.Identifies potential legal risks and escalates to Senior ER Officer or Legal Counsel for review and guidance.Determines when to formally engage external legal counsel, manages legal strategy for individual cases.

4How you'll be judged

The scoreboard, honestly: the hard targets, how often each one is actually looked at, and the quiet human signals that never make it onto a dashboard.

Case Resolution Time (Low-to-Mid Risk)
Average number of days from case intake to formal closure for routine policy violations or professionalism complaints.
Target · Under 21 calendar days

Closed 15 cases last month, average resolution time was 18 days, hitting the target. This shows you're keeping things moving.

Case Documentation Accuracy
Percentage of case files that are complete, accurate, and include all required forms, notes, and evidence, as per our internal standards.
Target · 98% accuracy

In Q2, 49 out of 50 audited case files were perfect, meaning you're consistently building robust, defensible records. That's crucial.

SLA Adherence for Case Intake Acknowledgements
Percentage of new case submissions acknowledged within our 24-hour service level agreement.
Target · 100% within 24 hours

All 12 new complaints received this week were acknowledged within 12 hours. This shows employees they're being heard quickly.

Manager Feedback on Case Support
Feedback from managers on the clarity of guidance and support received during case management.
Target · Average score of 4.0 out of 5.0

Manager X rated your support a 4.5, commenting that your advice on the disciplinary process was 'spot on and really clear'. That's the goal.

Fairness and Impartiality in Investigations
Consistently conducting investigations that are perceived as fair, objective, and unbiased by all parties involved, regardless of the outcome.
  • Feedback from managers and employees (where appropriate), lack of appeals citing bias, Senior ER Officer review of investigation reports noting balanced evidence presentation and conclusions based on facts, not assumptions. You're the neutral arbiter, always.
Effective Risk Identification and Escalation
Recognising potential legal or reputational risks in cases and escalating them appropriately and promptly to the Senior ER Officer or Legal Counsel.
  • Senior ER Officer notes that you consistently bring high-risk situations to their attention before they escalate. No surprises for Legal. You're not just following a checklist, you're thinking ahead.
Quality of Written Communication
Producing clear, concise, and legally defensible written reports, disciplinary notices, and other case-related correspondence.
  • Investigation reports are easy to follow, logically structured, and require minimal edits from your Senior ER Officer or Legal. Disciplinary letters are clear about the issue, policy, and consequences. No ambiguity, which is critical.
Discretion and Confidentiality
Maintaining the highest level of confidentiality with sensitive employee information and case details.
  • No breaches of confidentiality, ever. Colleagues and managers trust you with sensitive information. You understand the 'need-to-know' principle and apply it rigorously. It's about being the vault for our most private matters.

5Would you like it

The honest version. What people enjoy, and what grinds them down.

What people enjoy
Solving Complex Human Puzzles

You enjoy piecing together conflicting accounts, sifting through evidence, and figuring out what actually happened in a messy situation. It's like being a detective, but for workplace issues.

Spending an afternoon meticulously reviewing emails and interview notes to reconcile two very different versions of an event, and finally seeing the clear picture emerge.

Ensuring Fairness and Justice

You're driven by the idea of ensuring everyone gets a fair hearing and that decisions are made based on facts, not favouritism. You genuinely want to make the workplace better for people.

Successfully mediating a dispute where both parties felt heard and reached a reasonable compromise, preventing a formal grievance.

Protecting the Organisation

You understand that your work directly reduces legal risks and protects the company's reputation. You take pride in building robust, defensible cases that stand up to scrutiny.

Crafting a disciplinary letter that is so clear and well-supported by evidence that the employee understands the rationale, reducing the likelihood of an appeal or external complaint.

What frustrates people
  • Dealing with 'he said/she said' situations where evidence is thin and credibility is the only thing to go on.
  • Managers who haven't documented performance issues properly, making disciplinary action much harder.
  • Employees who use the ER process as a weapon in personal disputes, rather than for genuine concerns.
  • The emotional toll of constantly hearing about difficult and sometimes disturbing situations.
  • The feeling that when you do your job perfectly, nothing happens – no drama, no lawsuit, just quiet compliance. It's often a thankless task.
What this role does not give you
  • A predictable, routine day – every case is different, and new issues pop up constantly.
  • Instant gratification or easy wins – resolutions often take time and rarely make everyone happy.
  • A platform for popularity – you're often seen as the 'rules person' or the 'bad news bearer'.
  • A role where you can avoid conflict or difficult conversations; they're pretty much the core of the job.

6Who you work with

You're a frontline defender of our company culture and legal standing. Your work directly influences employee trust, reduces potential legal risks, and helps managers maintain effective teams. Get it right, and we keep things running smoothly; get it wrong, and we could see a drop in morale, increased turnover, or even legal action. It's about protecting both our people and the business.

Inside the business
  • Departmental Managers and Team Leaders
  • HR Business Partners
  • Legal Counsel (for advice on complex cases)
  • Employees at all levels
Outside the business
  • External legal advisors (occasionally)
  • Regulatory bodies (e.g., ACAS, employment tribunals, for information gathering)

7What you need before you start

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

  • At least 2 years of experience in an HR generalist role with exposure to employee relations, or a dedicated ER Coordinator position.
  • Demonstrable experience in conducting basic investigations or managing low-level employee complaints.
  • A solid understanding of basic UK employment law principles and ACAS guidance.
  • Proven ability to write clear, concise, and professional documentation.
  • Experience using an HR Information System (HRIS) and case management software.

8What to practise next

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

Advanced Data Analysis for ER Trends

Moving from simply documenting cases to actively looking for patterns. We'll expect you to start pulling your own reports from HRIS and case management systems to identify hotspots (e.g., specific managers, departments, or types of complaints) and flag them proactively.

Basic Statistical Analysis · Data Visualisation · HRIS Reporting · Case Categorisation

  • This month: Take an online course on advanced Excel functions for data analysis (e.g., pivot tables, conditional formatting).
  • Next quarter: Work with your Senior ER Officer to identify one recurring issue and try to pull data to understand its frequency and distribution.
  • Month 3-6: Experiment with creating simple dashboards in Excel or Power BI to visualise your case data.
  • Ongoing: Regularly review your case data for any emerging patterns and discuss them in your check-ins.

Quick win: Start by consistently tagging every case with clear, specific categories in HR Acuity. This simple step makes future analysis much easier. Also, challenge yourself to pull one new report from Workday each week.

9Staying current once you are in

What people here do to keep up
  • Regularly attending webinars and seminars on UK employment law updates (e.g., from ACAS, employment law firms).
  • Participating in HR/ER professional networking groups to share best practices and learn from peers.
  • Reading industry publications (e.g., People Management, HR Magazine) to stay current on trends and challenges.
  • Seeking out opportunities to shadow senior ER colleagues on more complex cases to observe their approach and decision-making.

10How the AI economy is changing work like this

Before we ask anything of you, here's what we can already say about AI and work of this kind:

The new skill this role is being asked for: Digital Ethics & AI in HR

As we use more AI in HR (like for screening or performance insights), new ethical questions arise. You'll need to understand the implications for fairness, bias, and employee trust. Plus, employees might start bringing AI-generated evidence to cases, so you need to know how to handle that.

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

Your PlanIllustration

Built for Employee Relations Officer

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

  1. Recruit, select and keep colleaguesPearson EDI · covers 3 of 9 standardsLevel 3
  2. Working in operational deliveryCity & Guilds Limited · covers 2 of 9 standardsLevel 3
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.

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.

Digital Ethics & AI in HR

As we use more AI in HR (like for screening or performance insights), new ethical questions arise. You'll need to understand the implications for fairness, bias, and employee trust. Plus, employees might start bringing AI-generated evidence to cases, so you need to know how to handle that.

  • Algorithmic Bias
  • Data Privacy in AI
  • AI-Generated Evidence
  • Ethical AI Principles

What you’ll use

Skills this role draws on

Technical

  • Investigative Interviewing (PEACE Model)
  • Root Cause Analysis (RCA)
  • Alternative Dispute Resolution (ADR) & Mediation Principles
  • Policy Interpretation & Application

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

    HR Generalist with ER Exposure

    2-4 years in a generalist role

    Skills to master

    • Basic policy application, performance management support, initial grievance handling, understanding of HR systems.

    You're ready to move on when

    • You've consistently been the go-to person for managers with employee issues.
    • You've successfully managed several low-level disciplinary or grievance processes.
    • You're comfortable advising on basic employment law questions.
    • You have a genuine interest in specialising in ER, not just seeing it as 'part of HR'.
  2. 2

    Employee Relations Coordinator

    1-2 years as an ER Coordinator

    Skills to master

    • Case documentation, scheduling interviews, basic report generation, triage of incoming complaints.

    You're ready to move on when

    • You've mastered the administrative aspects of ER and are looking for more ownership.
    • You've observed complex investigations and feel ready to lead your own.
    • You're proactive in suggesting process improvements for case management.
    • You've built a strong foundational knowledge of our policies and procedures.
  3. 3

    Legal Assistant / Paralegal (Employment Law focus)

    2-3 years in an employment law practice

    Skills to master

    • Legal research, drafting legal documents, understanding of litigation processes, client communication.

    You're ready to move on when

    • You're looking to apply your legal knowledge in an in-house, practical setting.
    • You understand the commercial implications of employment law decisions.
    • You're keen to be more involved in the 'people' side of things, rather than just the legal theory.
    • You can translate complex legal jargon into understandable advice for non-legal professionals.

11Where this role leads

The long view:Your journey as an Employee Relations Officer is just the beginning. We're committed to supporting your growth, whether that's becoming a deeper specialist, a people leader, or even moving into a broader HR role. The opportunities are here for you to shape your own path.

Pay & demand

Typical pay £35,194 a year Source: ONS Annual Survey of Hours and Earnings, 2025 (provisional), under the Open Government Licence v3.0

The figure is the median for full-time employees in the ONS occupation this job title codes to (Human resources and industrial relations officers), from the April 2025 survey — about six months old when published, as ASHE always is. It is that occupation's middle, not this role's. Half earn more.

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 Employee Relations Officer is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

Where it leads

Roles this leads to

12The team that's yours

No two people are taught the same way. This is one-to-one, not one-to-many.

Zavmo is a hyper-personalised AI learning platform. Twelve virtual tutors, each with a different way of teaching, and one orchestration agent that picks the right one for the moment. So every single lesson is shaped around you, your role, and the way you learn. Not a course everyone sits through. A conversation built for you, and no one else.

…and nine more, matched to you after your first chat. Meet all twelve

Start free and meet yours

13What it feels like

A conversation, not a course

Because your tutor knows your role, your projects and your last session, learning sounds like this. And it's different for every single person:

Recruit, select and keep colleaguesLevel 3

Applied to your work in Employee Relations Officer

By completing this unit, learners will develop the skills and behaviours required to effectively recruit, select, and retain colleagues, demonstrating an understanding of relevant general, industry, and sector-specific knowledge.

How the thinking builds
  1. Remember
  2. Understand
  3. Apply
  4. Analyse
  5. Evaluate
  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.

One to one, not one to many

No two people run this the same way

A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.

  1. Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
  2. What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
  3. The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
  4. How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
  5. Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.

See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.

DemonstrateIllustration

Evidenced on your work in Employee Relations Officer

You do not finish by watching something. You finish by showing it on the work you already do, against the measures this job is judged on.

  • Case Resolution Time (Low-to-Mid Risk)Average number of days from case intake to formal closure for routine policy violations or professionalism complaints.Closed 15 cases last month, average resolution time was 18 days, hitting the target. This shows you're keeping things moving.Under 21 calendar days
  • Case Documentation AccuracyPercentage of case files that are complete, accurate, and include all required forms, notes, and evidence, as per our internal standards.In Q2, 49 out of 50 audited case files were perfect, meaning you're consistently building robust, defensible records. That's crucial.98% accuracy
  • SLA Adherence for Case Intake AcknowledgementsPercentage of new case submissions acknowledged within our 24-hour service level agreement.All 12 new complaints received this week were acknowledged within 12 hours. This shows employees they're being heard quickly.100% within 24 hours
  • Manager Feedback on Case SupportFeedback from managers on the clarity of guidance and support received during case management.Manager X rated your support a 4.5, commenting that your advice on the disciplinary process was 'spot on and really clear'. That's the goal.Average score of 4.0 out of 5.0
These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

This isn't a certificate you file away. It's a passport to the life you're designing.

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From Employee Relations Officer to Senior Employee Relations Officer, and whatever you decide comes after.

Level 3 · in progressAI Fluency→ Senior Employee Relations Officer→ your design
Where this takes you

Your journey as an Employee Relations Officer is just the beginning. We're committed to supporting your growth, whether that's becoming a deeper specialist, a people leader, or even moving into a broader HR role. The opportunities are here for you to shape your own path.

See Your Progress GrowIllustration
Employee Relations Officer
  • Investigative Interviewing (PEACE Model)
  • Root Cause Analysis (RCA)
  • Alternative Dispute Resolution (ADR) & Mediation Principles
  • Policy Interpretation & Application
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.

14The 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

Employee Relations Officer is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Senior Employee Relations Officer

    3-5 years in this role

    Level 3 (Senior)

    • Leading complex, high-risk investigations (e.g., discrimination, harassment, executive misconduct)
    • Developing and delivering ER-related training programmes for managers
    • Conducting detailed trend analysis from ER data to identify systemic issues
    • Acting as a primary point of contact for external legal counsel on specific cases.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, Employee Relations is full of repetitive tasks and mountains of documentation. What if you could cut through that noise and focus on the really important stuff—the human element, the strategic advice, the complex problem-solving? That's where AI comes in. We're not talking about replacing you; we're talking about making you incredibly more effective.

Our AI Productivity Hub is designed to help you automate the tedious parts of your job, giving you back precious time. Imagine spending less time transcribing interviews or sifting through policy documents and more time on high-impact activities. Here’s a peek at how it works for an Employee Relations Officer:

Automated Interview Scribe & Summariser

Use AI tools to transcribe recorded investigative interviews. It'll generate an instant, unbiased summary, pulling out key facts, dates, and names. No more frantically typing during an interview or spending hours listening back to recordings. You'll save a huge amount of time on the admin side, letting you focus on the actual content.

Legal & Policy Co-Pilot

Imagine asking a secure, internal AI: 'What are the company's rules on social media use during working hours?' or 'What does UK employment law say about garden leave?' It'll instantly pull relevant sections of company policies and summaries of applicable state/federal laws related to your specific case. This cuts down research time significantly.

First-Draft Report Generator

Based on your case notes and findings, AI can generate a structured first draft of an investigation report, a disciplinary action notice, or even a basic position statement. It ensures all key components are included, giving you a solid starting point that you can then refine and add your expert touch to. This is about efficiency, not outsourcing your judgment.

Basic Trend Spotting

While the more advanced predictive stuff is for senior roles, AI can help you quickly spot basic patterns in your case management data. Think: 'Are we seeing a spike in attendance issues in Department X?' or 'Which managers are frequently involved in professionalism complaints?' This helps you flag potential issues early for your Senior ER Officer.

Common questions

Common questions

How do you become an Employee Relations Officer?

Common routes in include HR Generalist with ER Exposure (2-4 years in a generalist role), Employee Relations Coordinator (1-2 years as an ER Coordinator) and Legal Assistant / Paralegal (Employment Law focus) (2-3 years in an employment law practice). Times vary with prior experience.

Where can an Employee Relations Officer progress to?

This role can lead on to Senior Employee Relations Officer (3-5 years in this role), depending on the skills you build.

What level is an Employee Relations Officer in the UK?

This role aligns to RQF Level 3 on the UK framework, a guide to the depth of qualification it maps to, not a hard entry bar.

What new skills matter most for an Employee Relations Officer?

Increasingly, Digital Ethics & AI in HR. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

Most of them were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.

There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.

And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.

What it costs

Less than one coaching session. Every month.

A single career-coaching hour costs more than a month of this, and it ends when the hour does. Zavmo doesn't. It's £70 a month, about £2.30 a day, for a companion that knows an Employee Relations Officer, works on the job you actually do, and keeps going at your pace rather than a timetable's.

  • Searching and planning stay free. You only pay when you start learning.
  • Your credits are yours. Regulated, and they don't vanish when a subscription ends.
  • Cancel any time and billing stops. No notice period, no minimum term.

Your path, personalised

You have the map. Walking it is the part we do together.

This route runs to 9 national skill standards. That is a real journey.

Zavmo shapes a learning experience as unique as you are. It fits how you learn, your pace and the work you already do. Every step stays benchmarked to recognised national standards. That’s the plan for becoming an Employee Relations Officer: personal to you, and it still counts. The first steps are free.

Independent research finds well-designed intelligent tutoring performs nearly as well as one-to-one human tutoring: VanLehn (2011), Educational Psychologist.

A private tutor in the UK averages £35–40 an hour . Zavmo is £70/month.

A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.
Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 3

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

Other roles in Human Resources

Stay in the field you know and move sideways rather than up.

If you leave this industry

The skills you'll build here—investigation, risk management, policy application, and navigating difficult human situations—are highly transferable. You could easily move into ER roles in other industries like finance, healthcare, technology, or even public sector organisations. Every company needs someone to handle employee relations, so your expertise will always be in demand.

Not sure this is the right direction?

Work out what you actually want from work first, then come back and see which roles fit it. Takes about ten minutes.

This role profile is © 2026Growth 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. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. 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.