UK

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

Employee Relations Assistant

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 Specialist
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as HR Assistant (Employee Relations) · Junior ER Specialist · People Partner Assistant

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 Assistant

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

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1What this role really is

This role is all about being the first point of contact for employee concerns and helping keep things fair and square across the business. You'll be the person who gets the ball rolling on investigations, making sure we gather all the initial facts and keep everything organised. Honestly, you're a bit like a detective's assistant, laying the groundwork for more complex cases. It's a crucial spot, really, because how we handle things at the start sets the tone for everything that follows.

2What you'd actually use

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

Workday HCM / SAP SuccessFactors (HRIS)Intermediate

Looking up employee history, reporting lines, and running pre-built reports. You'll also be entering termination data or other key employee lifecycle events related to ER cases.

HR Acuity / ServiceNow HRSD (Case Management)Intermediate

Accurate and timely data entry for new cases, uploading documentation, tracking case status, and adding detailed notes for every interaction and action taken.

MS Teams / Slack (Collaboration)Intermediate

Scheduling investigation meetings, having secure 1:1 chats with HRBPs or managers about sensitive topics, and basic file sharing within secure channels.

SharePoint / OneDrive (Documentation & Storage)Intermediate

Organising case files within our pre-defined folder structures, ensuring correct naming conventions, and managing permissions for individual files to maintain confidentiality.

Microsoft Excel / Google SheetsIntermediate

Maintaining simple case tracking logs, creating basic data tables to summarise information, and formatting notes or evidence for easy review.

SHRM Online / LexisNexis (Legal Research)Basic

Performing basic searches for specific employment laws, ACAS guidance, or company policies as directed by your Senior Specialist to support a case.

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
Initial Case Triage & Scope DefinitionIdentifies potential issues, flags for supervisor review. No independent decision.Independently triages low-risk cases, defines initial fact-finding scope within guidelines. Escalates anything ambiguous or high-risk.Defines full investigation scope for moderate-to-high risk cases, including witness lists and evidence collection strategy. Consults manager on highly sensitive cases.
Employee Interview ConductAssists by taking notes, observes interview techniques.Conducts initial fact-finding interviews for routine matters (e.g., attendance, minor code of conduct breaches) using a structured guide. Escalates if interview becomes complex or emotional.Leads interviews for complex and sensitive cases, including those involving protected characteristics or potential legal action. Makes real-time adjustments to interview strategy.
Documentation & ReportingEnters data into templates, organises files as directed.Drafts objective fact-finding summaries and initial reports for review. Ensures all case notes are contemporaneous and accurate. Organises secure digital case files.Writes legally defensible investigation reports, including credibility assessments and recommended findings. Reviews junior team members' documentation for accuracy and completeness.
Policy Interpretation & GuidanceLooks up policies as requested, flags questions for supervisor.Provides accurate guidance on routine HR policies (e.g., leave, attendance, basic code of conduct) to employees and managers. Knows when to escalate complex policy questions.Interprets complex or ambiguous policies, advises managers on application to specific situations, and identifies areas where policy updates might be needed.

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 File Accuracy
Ensuring all required documents and data fields for each case are completed correctly and on time.
Target · 99% accuracy across all case files

If you open 50 cases in a month, no more than one should have missing documents or incorrect data entries when reviewed.

Initial Scheduling Efficiency
The time it takes from a case being formally opened to the first investigation interview being scheduled.
Target · All initial interviews scheduled within 3 business days

A concern raised on Monday morning should have its first interview booked by Thursday afternoon at the latest.

Case Management System Updates
Timely and accurate logging of all case activities, notes, and status changes in our HR case management system.
Target · 95% of updates logged within 24 hours of activity

After an interview, your notes and the case status should be updated in the system by the next working day.

Confidentiality & Discretion
Maintaining absolute confidentiality regarding sensitive employee information and case details.
  • No reported breaches of confidentiality
  • colleagues and managers feel comfortable sharing sensitive information with you
  • you instinctively use private channels for discussions and secure storage for documents. Truth is, if we don't hear about any issues here, you're doing it perfectly.
Objectivity & Impartiality
Approaching all cases with a neutral, fact-finding mindset, free from personal bias.
  • Your initial fact-finding summaries are balanced and present all relevant information without taking sides
  • managers and employees perceive you as fair and unbiased in your approach
  • you're able to articulate the 'he said/she said' scenarios clearly without personal judgment.
Composure Under Pressure
Remaining calm and professional when dealing with emotional or challenging employee situations.
  • You're able to de-escalate tense conversations
  • feedback from managers or HRBPs highlights your steady demeanour during difficult calls
  • you don't get flustered when an employee is upset or angry, instead guiding the conversation calmly.
Quality of Initial Fact-Finding
The thoroughness and relevance of the information you gather at the start of a case.
  • Senior Specialists find your initial case summaries and collected evidence comprehensive enough to move forward without needing to re-gather basic information
  • you consistently identify key individuals and documents relevant to the concern
  • your questions during initial interviews are probing and effective.

5Would you like it

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

What people enjoy
Helping People Navigate Tough Situations

You'll feel a sense of purpose when you help an employee understand a policy, or when you guide a manager through a difficult conversation, knowing you've made a stressful situation a little bit clearer for them.

An employee calls upset about a misunderstanding with their manager, and you patiently explain the steps we'll take to investigate, making them feel heard and supported.

Ensuring Fairness and Justice

You'll be driven by the desire to ensure that everyone is treated equitably and that decisions are based on facts, not favouritism. This means diligently gathering all evidence and challenging assumptions.

You spend extra time tracking down a specific email that provides crucial context, ensuring the investigation isn't based on incomplete information.

Solving Complex Human Puzzles

You'll enjoy piecing together different accounts and evidence to understand the full picture of a situation, much like solving a real-life mystery. Every case is a new puzzle.

You're presented with conflicting statements from two employees, and you systematically identify additional witnesses or documents that could corroborate one story over the other.

What frustrates people
  • The 'No Good Deed' Problem: Successfully resolving a conflict often means neither party is perfectly happy, and you're frequently seen as the 'bad guy' by at least one side.
  • Managerial Procrastination: Dealing with managers who ignore a performance problem for months, then show up with zero documentation demanding an immediate termination.
  • Emotional Labour & Burnout: The cumulative weight of being the confidential recipient of people's trauma, anger, and fear is immense and can lead to significant compassion fatigue.
  • Navigating the 'Grey': You spend most of your time in situations where policy is ambiguous and there is no single 'right' answer, yet you must guide the company to a defensible decision.
  • The 'Business Reality' Override: Spending 40 hours on a meticulous investigation only to have a senior leader make a final decision based on political or financial factors that contradict your findings.
  • Weaponised Complaints: Sifting through complaints filed strategically to deflect from an individual's own performance issues or to settle personal scores.
What this role does not give you
  • A quiet, predictable, or routine day-to-day. Expect the unexpected.
  • Constant positive reinforcement from all parties involved in a dispute.
  • The chance to be everyone's friend; you're here to be fair and objective, which can sometimes feel isolating.
  • Immediate resolution to every problem; some cases drag on for weeks or months.
  • A role where you only deal with happy, engaged employees.

6Who you work with

Your work directly influences how quickly and fairly employee concerns are addressed. Get it right, and you help maintain a positive, compliant, and productive workplace. Get it wrong, and you risk damaging trust, increasing legal exposure, and letting small issues snowball into big, costly problems. You're essentially helping to protect both our people and the company's reputation.

Inside the business
  • Senior Employee Relations Specialist (your direct manager)
  • Employee Relations Manager
  • HR Business Partners (HRBPs)
  • Employees at all levels
  • Line Managers
  • Legal Team (for guidance on complex cases)
Outside the business
  • External Legal Counsel (only by exception, under guidance)
  • Third-party mediation services (occasionally)

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 administrative or HR support role, ideally with some exposure to employee relations matters.
  • Proven ability to handle sensitive and confidential information with the utmost discretion.
  • Demonstrable experience in accurate data entry and maintaining meticulous records.
  • Strong organisational skills and the ability to manage multiple tasks and deadlines.
  • A foundational understanding of UK employment law principles (e.g., from a CIPD qualification or previous experience).

8What to practise next

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

Advanced Case Management System Utilisation

Essential for future readiness in this role.

Customising case fields and templates for specific · Setting up automated notifications and reminders f · Generating basic reports and visualisations from c · Integrating the system with other HR tools (e.g., · Data integrity and auditing for ER-specific fields

  • This week: Explore all the features of HR Acuity that you don't currently use; watch any internal training videos.
  • This month: Identify one manual task you currently do and try to automate it using system features or integrations.
  • Month 2: Work with a Senior Specialist to build a simple report or dashboard that helps track a common ER metric.
  • Month 3: Propose an improvement to our current case management workflow using an advanced system feature.

Quick win: Set up personal reminders and task lists within the case management system to manage your own caseload more effectively. Offer to help a colleague with a system query.

AI-Assisted Legal & Policy Research

Essential for future readiness in this role.

Effective prompt engineering for legal questions ( · Validating AI outputs against original sources (ch · Understanding the limitations of AI in legal inter · Using AI to summarise long policy documents or leg · Identifying relevant legal precedents and case law

  • This month: Experiment with ChatGPT or similar tools to summarise ACAS guidance or basic employment law articles.
  • Month 2: Use AI to research a specific legal question related to an ongoing case (then verify manually).
  • Month 3: Share your findings and any useful prompts with the ER team.
  • Month 4: Take an online tutorial on 'AI for Legal Professionals' or 'Prompt Engineering for Research'.

Quick win: Start using AI to summarise long internal policy documents or external HR articles you need to read. It's a great way to save time and get the gist quickly.

9Staying current once you are in

What people here do to keep up
  • Attending ACAS webinars or workshops on disciplinary and grievance procedures.
  • Subscribing to HR legal updates (e.g., from XpertHR or Croner) to stay current on employment law changes.
  • Joining local HR networking groups to learn from peers and share experiences.
  • Taking online courses on conflict resolution or mediation techniques.
  • Reading books or articles on workplace psychology and human behaviour in conflict.

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 Empathy & Virtual Investigation Techniques

Essential for future readiness in this role.

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

Your PlanIllustration

Built for Employee Relations Assistant

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

  1. Administer human resource recordsHighfield Qualifications · covers 2 of 8 standardsLevel 3
  2. Recruit, select and keep colleaguesPearson EDI · covers 2 of 8 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 Empathy & Virtual Investigation Techniques

Essential for future readiness in this role.

  • Reading virtual body language and micro-expression
  • Establishing rapport in a video call setting
  • Maintaining confidentiality in a remote environmen
  • Using digital tools for evidence collection (e.g.,
  • Managing emotional responses when you can't be phy

What you’ll use

Skills this role draws on

Technical

  • Investigatory Process & Methodology
  • Performance Management Frameworks
  • Employment Law & Compliance (UK)
  • Conflict Resolution & Basic Mediation
  • Case Documentation & Risk Assessment
  • Reasonable Accommodations (Interactive Process)

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 Administrator / HR Coordinator

    1-3 years

    Skills to master

    • Accurate record-keeping, basic HR policy knowledge, managing HR systems, initial employee query handling, general organisational support.

    You're ready to move on when

    • You're consistently praised for your attention to detail in HR admin tasks.
    • You've shown a keen interest in employee queries that go beyond simple admin.
    • You've handled confidential information reliably and discreetly.
    • You're proactive in asking 'why' things are done a certain way in HR.
  2. 2

    Junior HR Advisor

    2-4 years

    Skills to master

    • Providing basic HR advice to managers, managing parts of the employee lifecycle, understanding recruitment processes, basic ER support (e.g., note-taking in meetings).

    You're ready to move on when

    • You're confident in advising managers on routine HR queries.
    • You've had some exposure to disciplinary or grievance processes, even in a supportive capacity.
    • You demonstrate good judgment when dealing with sensitive employee issues.
    • You're looking to specialise and deepen your knowledge in a specific HR area.
  3. 3

    Paralegal (Employment Law focus)

    2-3 years

    Skills to master

    • Legal research, drafting legal documents, understanding legal processes, meticulous documentation, client communication (under supervision).

    You're ready to move on when

    • You have a strong interest in employment law and its practical application.
    • You're excellent at legal research and summarising complex legal texts.
    • You thrive on detailed, evidence-based work.
    • You're looking for a role that combines legal principles with human interactions.

11Where this role leads

The long view:Your journey in Employee Relations starts here, building a strong foundation in fairness, compliance, and human interaction. We're excited to see where you take it.

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.

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:

Administer human resource recordsLevel 3

Applied to your work in Employee Relations Assistant

This unit aims to provide learners with the knowledge and skills to administer human resource records effectively. Learners will understand organisational and legal requirements, create and maintain personnel files, and report Human Resource information accurately and confidentially. Upon completion, learners will be able to apply these skills in a practical setting.

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 Assistant

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 File AccuracyEnsuring all required documents and data fields for each case are completed correctly and on time.If you open 50 cases in a month, no more than one should have missing documents or incorrect data entries when reviewed.99% accuracy across all case files
  • Initial Scheduling EfficiencyThe time it takes from a case being formally opened to the first investigation interview being scheduled.A concern raised on Monday morning should have its first interview booked by Thursday afternoon at the latest.All initial interviews scheduled within 3 business days
  • Case Management System UpdatesTimely and accurate logging of all case activities, notes, and status changes in our HR case management system.After an interview, your notes and the case status should be updated in the system by the next working day.95% of updates logged within 24 hours of activity
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 Assistant to Senior Employee Relations Specialist (Level 003), and whatever you decide comes after.

Level 3 · in progressAI Fluency→ Senior Employee Relations Specialist (Level 003)→ your design
Where this takes you

Your journey in Employee Relations starts here, building a strong foundation in fairness, compliance, and human interaction. We're excited to see where you take it.

See Your Progress GrowIllustration
Employee Relations Assistant
  • Investigatory Process & Methodology
  • Performance Management Frameworks
  • Employment Law & Compliance (UK)
  • Conflict Resolution & Basic Mediation
  • Case Documentation & Risk Assessment
  • Reasonable Accommodations (Interactive Process)
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 Assistant is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Senior Employee Relations Specialist (Level 003)

    3-5 years in this role

    You'll move from assisting on cases to independently managing a full caseload of low-to-moderate complexity investigations from start to finish. You'll also start mentoring junior team members.

    • Full Investigation Lifecycle Management: Mastery of planning, interviewing, evidence collection, credibility assessment, and report writing for all case types.
    • Proactive Risk Identification: Spotting trends and potential systemic issues before they escalate.
    • Complex Policy Interpretation: Advising on ambiguous policies and contributing to policy development.
Working with AI on the job

Working with AI

Where AI is starting to help

Imagine having a super-smart assistant who helps you with the tedious bits of Employee Relations, freeing you up for the human-centric work that really matters. That's what AI can do for you here. We're not talking about replacing human judgment, but about giving you powerful tools to work smarter, faster, and with more consistency.

In Employee Relations, you're constantly dealing with information overload, detailed documentation, and the need for absolute consistency. AI isn't going to conduct an empathetic interview or make a nuanced judgment call (that's your job!), but it can handle the heavy lifting of data organisation, initial analysis, and even drafting. Think of it as your digital co-pilot, helping you stay on top of your caseload and spot trends you might otherwise miss.

Automated Case Intake & Triage

Picture an AI-powered form that guides employees through submitting a concern, asking all the right clarifying questions upfront. It then automatically creates a case in our HR Acuity system and flags any high-risk keywords (like 'harassment' or 'retaliation') for your immediate attention. This means you get all the critical info from the start, saving you loads of back-and-forth.

Objective Interview Summary Generator

After an interview, you can feed an audio recording or transcript into an AI tool. It'll then generate a neutral, fact-based summary, stripping out emotional language and organising key points chronologically. This gives you a clean, unbiased first draft for your official case file, cutting down on hours of manual transcription and summarisation.

Policy & Precedent Analysis

Starting a new case? An AI assistant can scan all our past case files and company policies to instantly pull up relevant precedents. It'll highlight how similar situations were handled, which policies were cited, and what the outcomes were. This ensures you're consistent and fair, and saves you hours of digging through old records.

Sentiment & Hotspot Detection

AI can analyse unstructured text from things like exit interviews, engagement surveys, and anonymous feedback. It'll spot emerging negative sentiment or recurring themes in specific departments – maybe a sudden spike in 'burnout' mentions in the Marketing team. This helps us intervene proactively before small issues blow up into big problems.

Common questions

Common questions

How do you become an Employee Relations Assistant?

Common routes in include HR Administrator / HR Coordinator (1-3 years), Junior HR Advisor (2-4 years) and Paralegal (Employment Law focus) (2-3 years). Times vary with prior experience.

Where can an Employee Relations Assistant progress to?

This role can lead on to Senior Employee Relations Specialist (Level 003) (3-5 years in this role), depending on the skills you build.

What level is an Employee Relations Assistant 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 Assistant?

Increasingly, Digital Empathy & Virtual Investigation Techniques. 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 Assistant, 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 8 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 Assistant: 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 gain in this role – particularly around investigation, conflict resolution, and employment law – are highly transferable across almost any industry. Every company needs robust employee relations, so you'll find opportunities in tech, finance, retail, healthcare, and more. It's a solid foundation for a long and impactful career in HR.

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.