UK

United Kingdom · Legal · Principal/Manager (12-16 years)

Manager, Global Employment Law

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  • Experience bandPrincipal/Manager (12-16 years)
  • Direct reports3-5 reports
  • Reports toDirector, Global Employment Law
  • UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Principal Employment Counsel · Head of Employment Law (Global) · Senior Legal Counsel (Employment)

Built on 43,079 real UK job descriptions we analysed · grounded in what real qualifications cover

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

NCFE CACHE Level 2 Certificate in Information, Advice or Guidance NCFE · Level 2 · covers 2 of 10 standards
OCNLR Level 2 Award in Information, Advice or Guidance OCN London · Level 2 · covers 2 of 10 standards
ProQual Level 3 Award in Providing Initial Legal Advice ProQual Awarding Body · Level 3 · covers 7 of 10 standards

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

The units you would start with

Specialist advice work in practice – employment NCFE CACHE Level 2 Certificate in Information, Advice or Guidance
Specialist Advice Work in Practice - Employment OCNLR Level 2 Award in Information, Advice or Guidance
Providing initial employment legal information and advice ProQual Level 3 Award in Providing Initial Legal Advice

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
Automation Fluency building AI into how work runs
Systems Fluency seeing the whole picture
Your Plan Illustration

Built for Manager, Global Employment Law

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

  1. Specialist advice work in practice – employment NCFE · covers 2 of 10 standards Level 2
  2. Specialist Advice Work in Practice - Employment OCN London · covers 2 of 10 standards Level 2
  3. Providing initial employment legal information and advice ProQual Awarding Body · covers 7 of 10 standards Level 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.

2AI and this work

Will AI change your work as a Manager, Global Employment Law?

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

  • AI-Powered Legal Operations & Strategy
  • Data Analytics for Employment Law 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 Manager, Global Employment Law plan as you set up, starting with the free Automation Fluency module. No card.

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3What this role really is

This job means leading a team and setting employment law strategy across multiple countries, making sure people practices work in each place. It involves turning complex legal risks into clear advice for senior leaders, and managing the team that carries it out. It is the point of contact for anything difficult involving people, globally.

4What you'd actually use

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

Westlaw Edge / Lexis Advance / CCH (Legal Research) Strategic

Leveraging advanced analytics features to identify litigation trends, inform enterprise risk strategy, and guide your team on complex research methodologies. You're not just searching; you're extracting strategic insights.

Thomson Reuters Legal Tracker / SimpleLegal (Matter/Case Mgmt) Architect

Involved in system selection, configuration, and defining workflows for global employment law matters. You ensure integration with e-billing and other platforms, using the system to report on outside counsel spend and team performance at a strategic level.

Workday HCM / SAP SuccessFactors / Oracle HCM (HRIS) Strategic

Partnering with the HRIS team to ensure system configuration supports global compliance and reporting needs, particularly for data privacy and employee data management. You understand the implications of system changes on legal risk.

Navex Global (PolicyTech) / OneTrust / ServiceNow GRC (GRC & Policy Mgmt) Architect

Designing the global policy framework within the system, using GRC dashboards to report on compliance risk to leadership, and ensuring the system supports our global policy lifecycle and incident management.

iManage Work / NetDocuments / SharePoint Online (Document Mgmt) Strategic

Defining the information governance strategy for the employment law function within the DMS, ensuring document security, ethical walls, and efficient knowledge sharing across your team and the wider legal department.

Diligent Boards / Nasdaq Boardvantage (Board Reporting) Strategic

Preparing and packaging sensitive materials (e.g., litigation summaries, executive separation agreements, RIF plans) for board-level review, ensuring clarity, conciseness, and appropriate level of detail for executive consumption.

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
Legal Advice on Routine Employee Relations Provides initial assessment, escalates to L2/L3 for review. Provides independent advice within established guidelines, escalates complex issues. Provides independent advice on complex matters, consults Manager on high-risk cases.
Outside Counsel Engagement & Budget Identifies need for outside counsel, provides initial brief to L2/L3. Manages engagement for specific cases within budget, seeks approval for new engagements. Selects and manages outside counsel for workstreams up to £50K, consults Manager on spend.
Global Policy Development & Implementation Researches local legal requirements, drafts initial policy sections based on templates. Drafts and reviews global policies, identifies local variations, seeks L3/L4 approval. Leads policy drafting for specific areas, manages stakeholder feedback, recommends final policy to Manager.
Team Hiring & Performance Management N/A (no direct reports) N/A (no direct reports) Mentors L1/L2, provides informal feedback, contributes to hiring discussions.

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.

Outside Counsel Spend Reduction
Reducing the reliance on external law firms for routine or repeatable employment law matters by building internal capability.
Target · Reduce annual outside counsel spend by 10-15% year-over-year for advisory matters

Identified £150,000 in potential savings by bringing standard contract reviews and basic employee relations advice in-house, training the team to handle these directly instead of sending to external firms.

Global Compliance Audit Score
Performance in internal or external audits related to employment law compliance (e.g., wage & hour, discrimination, policy adherence).
Target · Achieve an average audit score of 90%+ across all major jurisdictions

Our recent audit in Germany showed 92% compliance with works council consultation requirements, up from 85% last year, thanks to new internal processes you implemented.

Proactive Risk Mitigation
Number of high-risk employment issues identified and resolved before they escalate into formal complaints or litigation.
Target · Reduce formal employee complaints or litigation by 20% year-over-year in key regions.

Through proactive training for HR on performance management in France, we saw a 25% drop in unfair dismissal claims in Q4 compared to the previous year.

Team Productivity & Efficiency
The overall output and efficiency of your direct team in handling requests and managing projects.
Target · Increase team's average case closure rate by 10% while maintaining quality standards.

After implementing new templates and a streamlined intake process, the team now closes 12 advisory requests per week, up from 10, without compromising on legal rigour.

Strategic Influence & Partnership
How effectively you and your team are seen as trusted strategic partners to HR and business leaders, not just a 'department of no'.
  • You're invited to early-stage business planning meetings, not just brought in at the last minute. Senior leaders actively seek your opinion on complex people strategy. Your team's advice is consistently seen as practical and commercially aware, not just legally correct. You're helping shape the agenda, not just reacting to it.
Team Development & Mentorship
The growth and development of your direct reports, ensuring they're building their skills and taking on more complex work.
  • Your team members are regularly taking on higher-level tasks. They're getting positive feedback from internal clients. You're seeing specialists progress to Senior Specialist roles. You've got clear development plans for everyone, and you're actively coaching them through tricky situations.
Clarity and Practicality of Advice
The ability to distill complex, multi-jurisdictional legal analysis into clear, concise, and actionable recommendations for non-legal audiences.
  • Business leaders consistently say your advice is easy to understand and implement. You're able to explain 'the why' behind legal requirements in a way that resonates. Your written communications are succinct, with clear recommendations, not just a list of legal risks. You're known for giving solutions, not just problems.
Global Policy & Programme Effectiveness
The successful design, implementation, and adoption of global employment law policies and programmes.
  • New global policies are rolled out smoothly with minimal pushback from local teams. Training programmes you oversee are highly rated and lead to observable changes in behaviour. You're able to adapt global frameworks to local nuances without losing the core intent. The programmes actually achieve their compliance goals.

7Would you like it

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

What people enjoy
Solving Complex Global Puzzles

You thrive on dissecting a single business problem and figuring out how it applies across a dozen different countries' laws, taking into account cultural nuances and practical realities. You enjoy the intellectual challenge of finding a compliant path where none seems obvious.

Being asked to implement a new global performance management system, knowing you'll need to adapt it significantly for countries like France, Germany, and Japan, and then leading your team to build those adaptations.

Building and Mentoring a High-Performing Team

You get a real kick out of seeing your direct reports grow, take on more responsibility, and develop their expertise. You enjoy coaching them through difficult legal questions, helping them refine their advice, and watching them gain confidence.

Guiding a junior specialist through their first complex cross-border investigation, providing feedback on their approach, and celebrating their successful resolution.

Protecting the Organisation from Significant Risk

You're driven by the knowledge that your strategic advice and your team's work directly prevent multi-million-pound liabilities. You enjoy being the 'last line of defence' for people-related risks, ensuring the company can operate safely and ethically.

Designing and implementing a new global RIF framework that ensures legal defensibility and minimises severance costs across 15 countries, saving the company significant potential exposure.

What frustrates people
  • The 'It Depends' Dilemma: Constantly explaining to business leaders that there is no simple 'yes/no' answer to a global employment law question, and watching their eyes glaze over as you explain the nuances of five different legal systems. And then teaching your team how to do it without losing patience.
  • Last-Minute Looping: Being pulled into a major business decision (e.g., an acquisition, a new country launch) far too late, forcing you and your team to triage pre-existing problems instead of proactively shaping strategy. It's a constant battle.
  • The Global Policy Paradox: The thankless task of trying to draft a single 'global' policy (e.g., Code of Conduct, Performance Management) that is meaningful but also accommodates mandatory legal variations in dozens of countries. It's like trying to fit a square peg in a round hole, repeatedly.
  • Time Zone Torment: The operational grind of managing a cross-border project, where your day is bookended by early morning calls with APAC and late-night calls with California. Your personal life will sometimes take a hit.
  • 'Department of No' Perception: Being viewed as a blocker by enthusiastic business teams when your job is to identify and mitigate risk, not just rubber-stamp their plans. You'll need a thick skin and a good sense of humour.
  • Legislative Whack-a-Mole: The relentless pressure of tracking and implementing changes to employment law across numerous jurisdictions, knowing that missing one update could lead to significant non-compliance. It's a never-ending game.
What this role does not give you
  • A predictable 9-to-5 schedule – global issues don't respect time zones.
  • Simple, clear-cut legal answers – global employment law is rarely straightforward.
  • The ability to always see your advice followed – sometimes the business takes a calculated risk.
  • A quiet, isolated work environment – you'll be collaborating constantly, often on urgent matters.
  • A role where you only focus on one jurisdiction – you'll be thinking globally, always.

8Who you work with

This role directly shapes our global employment practices, influencing everything from our compensation structures to how we handle sensitive employee investigations. Your decisions and the advice your team provides can prevent multi-million-pound liabilities, protect our brand, and ensure we're seen as a responsible employer worldwide. You're essentially the guardian of our people-related legal risk.

Inside the business
  • HR VPs and Regional HR Leads
  • Business Unit Leaders (e.g., Sales, Product, Engineering VPs)
  • Finance Leadership (especially for compensation and benefits)
  • Internal Audit and Compliance Teams
  • Data Privacy Officer
Outside the business
  • Outside Counsel (global network)
  • Government Agencies (labour authorities, immigration)
  • Trade Unions and Works Councils (where applicable)
  • Industry Associations

9What you need before you start

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

  • A minimum of 12 years' post-qualification experience (PQE) in employment law, with a significant portion focused on multi-jurisdictional or global matters, either in-house or at a top-tier law firm.
  • Demonstrable experience leading and mentoring junior legal professionals, with a track record of developing talent.
  • Proven ability to manage complex legal projects end-to-end, including budget oversight and stakeholder management.
  • Extensive experience advising senior business leaders on high-stakes employment law issues and investigations.
  • A solid understanding of HR operations and how legal advice integrates into people processes.
  • Fluency in English (written and spoken) is essential; additional languages are a strong bonus.

10What to practise next

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

Advanced GRC Platform Optimisation

As regulatory complexity grows, GRC platforms become central to managing compliance. You'll need to move beyond basic usage to strategically optimise these systems to track, manage, and report on global employment law risks effectively, ensuring they serve as a single source of truth for compliance.

Integrated risk management frameworks · Automated policy lifecycle management · Compliance reporting and dashboards · Incident response and investigation workflows

  • This month: Deep dive into our current GRC platform's capabilities and identify areas for improvement in employment law tracking.
  • Next quarter: Work with the GRC team to propose and implement one new feature or workflow that enhances employment law compliance.
  • Within 6 months: Lead a training session for your team on advanced features of the GRC platform relevant to their work.
  • Within 12 months: Present a proposal to leadership on how to further optimise our GRC platform for proactive employment law risk management.

Quick win: Familiarise yourself with the GRC platform's reporting functions. Try to pull a custom report on policy attestations or incident types in your region.

Strategic Legal Project Portfolio Management

As legal teams become more strategic, managing a portfolio of complex global projects (e.g., new country launches, major policy overhauls, large-scale RIFs) becomes crucial. You'll need to apply project management principles at a higher level, prioritising, resourcing, and overseeing multiple initiatives to ensure strategic alignment and efficient delivery.

Prioritisation frameworks for legal projects · Resource allocation and capacity planning · Stakeholder mapping and communication strategies · Risk management in legal project execution

  • This month: Review current legal projects your team is involved in and identify interdependencies and potential bottlenecks.
  • Next quarter: Implement a simple project tracking and reporting system for your team's key initiatives.
  • Within 6 months: Take an online course on advanced project management or portfolio management principles.
  • Within 12 months: Develop and present a quarterly legal project roadmap to the Director, outlining priorities, resources, and expected outcomes.

Quick win: Start using a shared project management tool (e.g., Asana, Trello, Jira) with your team to track progress and deadlines for key initiatives. Even a simple one helps.

11Staying current once you are in

What people here do to keep up
  • Regularly attending global employment law conferences and seminars (e.g., IBA, EELA, Ius Laboris events) to stay current on legislative changes and best practices.
  • Participating in industry working groups or associations focused on international labour and employment law.
  • Undertaking continuous professional development (CPD) in areas like leadership, negotiation, and strategic legal operations.
  • Subscribing to key legal journals and newsletters covering global employment law developments.
  • Engaging in peer-to-peer learning and knowledge sharing with other in-house counsel or external experts.

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.

AI-Powered Legal Operations & Strategy

AI is rapidly transforming how legal departments operate, from research to contract review. As a manager, you'll need to strategically integrate these tools into your team's workflow to boost efficiency and accuracy, ensuring we remain competitive and effective. Those who embrace it will lead; those who don't will struggle to keep up.

  • AI-driven legal research platforms
  • Generative AI for legal drafting
  • Legal workflow automation
  • Ethical considerations of AI in legal

Data Analytics for Employment Law Risk

Legal departments are increasingly expected to be data-driven. As a manager, you'll need to move beyond anecdotal evidence to use data to identify patterns in employee complaints, litigation risks, and compliance gaps. This allows for proactive, evidence-based legal strategy, rather than just reacting to problems.

  • HR data integration with legal systems
  • Predictive analytics for litigation trends
  • Compliance dashboard development
  • Data visualisation for legal insights

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Comparative Legal Analysis (Advanced)
  • Cross-Border Investigations (Expert)
  • Works Council & Union Relations (Expert)
  • Reduction in Force (RIF) Architecture (Expert)
  • M&A Due Diligence (Employment) (Advanced)
  • Global Mobility & Expat Law (Advanced)

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 Global Employment Law Specialist (L3)

    3-5 years as L3

    Skills to master

    • Leading complex cross-border projects, mentoring junior team members, handling high-stakes individual employee relations cases, and developing a strong understanding of legal operations and process improvement.

    You're ready to move on when

    • Consistently delivering pragmatic, commercially-focused advice on complex matters without significant oversight.
    • Successfully leading at least 2-3 major multi-jurisdictional legal projects (e.g., policy rollouts, RIFs) from start to finish.
    • Demonstrating strong mentorship skills, with junior team members actively seeking your guidance.
    • Proactively identifying and addressing systemic legal risks, not just individual issues.
    • Building strong, trusted relationships with senior HR and business leaders.
  2. 2

    Employment Counsel (from a top-tier law firm)

    Typically 12-15 years PQE at a leading international employment law practice.

    Skills to master

    • Adapting from an advisory-only role to an in-house leadership position, understanding business strategy, managing internal stakeholders, and developing team leadership skills. Learning to balance legal perfection with commercial pragmatism.

    You're ready to move on when

    • Extensive experience advising multinational clients on complex, multi-jurisdictional employment law issues.
    • Proven ability to manage client relationships and lead legal teams on significant matters.
    • A strong desire to move into an in-house leadership role and contribute directly to business strategy.
    • Demonstrated ability to translate complex legal concepts into clear, actionable advice for non-legal audiences.
    • Experience with budget management and resource allocation for client matters.
  3. 3

    Legal Counsel (Generalist with Employment Specialism)

    Typically 10-14 years PQE, with a strong focus on employment law within a broader in-house legal team.

    Skills to master

    • Deepening global employment law expertise, building out a global network of external counsel, developing team leadership and strategic planning skills specific to employment law.

    You're ready to move on when

    • Has been the primary employment law expert within a generalist legal team for several years.
    • Demonstrated ability to manage a high volume of employment-related inquiries and projects across multiple countries.
    • A clear passion for specialising and leading in global employment law.
    • Experience working closely with HR and senior business leaders on people-related issues.
    • Evidence of proactive risk identification and mitigation in the employment space.

15Where this role leads

The long view: This role can lead to senior legal positions such as Associate General Counsel for Labour and Employment, or to the top legal job as General Counsel or Chief Legal Officer. It can also lead into HR leadership, as a Chief People Officer or Chief HR Officer.

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 Manager, Global Employment Law is actually changing.

Where it leads

Roles this leads to

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 Specialist advice work in practice – employment, worked against Manager, Global Employment Law.

Specialist advice work in practice – employment Level 2

Applied to your work in Manager, Global Employment Law

The objective of this unit is to provide learners with an understanding of the legal rights and systems supporting employment advice provision. Learners will know the factors to consider when advising clients on employment issues, including specific needs and available services, and will be aware of their own skills and development needs.

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.

See Your Progress Grow Illustration
Manager, Global Employment Law
  • Comparative Legal Analysis (Advanced)
  • Cross-Border Investigations (Expert)
  • Works Council & Union Relations (Expert)
  • Reduction in Force (RIF) Architecture (Expert)
  • M&A Due Diligence (Employment) (Advanced)
  • Global Mobility & Expat Law (Advanced)
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

Manager, Global Employment Law is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Director, Global Employment Law (L6)

    3-5 years in the Manager role

    This is a significant step up, moving from managing a team and a function to shaping the entire global employment law strategy for a business unit or the entire company. You'll be influencing C-suite decisions and managing larger budgets.

    • Leading significant litigation strategy and settlement negotiations for high-value claims.
    • Designing and implementing global compliance frameworks across multiple legal domains (not just employment).
    • Managing relationships with key regulators and government bodies at a senior level.
    • Overseeing large-scale organisational transformations from an employment law perspective.
Working with AI on the job

Working with AI

Where AI is starting to help

As a Manager, your time is precious. You're juggling team leadership, strategic initiatives, and complex legal challenges. Imagine having a smart assistant that handles the grunt work, freeing you up to focus on what truly matters: leading your team and shaping our global employment law strategy. AI isn't here to replace you; it's here to amplify your impact.

We're investing in AI tools to streamline the repetitive, time-consuming parts of legal work. For you, that means less time sifting through documents or summarising legislative updates, and more time coaching your team, strategising with HR VPs, and tackling the really thorny issues. Think of it as having an extra pair of highly efficient, digital hands.

Automated Document Review & Redlining

Use AI to quickly review employment contracts, offer letters, and separation agreements against our global templates and clause libraries. It flags deviations, suggests standard language, and even redlines documents for your final review, saving your team hours on first passes.

Legislative Trend & Risk Analysis

Leverage AI-powered legal research platforms to not just find laws, but to analyse and summarise recent legislative changes and court decisions across multiple jurisdictions. It helps you quickly identify emerging trends in employment litigation or compliance requirements, giving you a head start on risk mitigation strategies.

Multi-Jurisdiction Research Synthesis

Train generative AI to create initial summaries of how complex employment law topics (e.g., 'at-will vs. just cause', 'works council consultation thresholds') are treated across 10-15 countries. It provides a structured starting point for your team's deeper, expert analysis, cutting down initial research time dramatically.

Policy & Training Content Generation

Generate first drafts of training presentations, FAQs, and policy documents based on existing legal memos and guidance. The AI can adapt the tone and complexity for different audiences (e.g., managers vs. employees), allowing your team to focus on refining and localising, not starting from scratch.

Common questions

Common questions

How do you become a Manager, Global Employment Law?

Common routes in include Senior Global Employment Law Specialist (3-5 years as L3), Employment Counsel (from a top-tier law firm) (Typically 12-15 years PQE at a leading international employment law practice.) and Legal Counsel (Generalist with Employment Specialism) (Typically 10-14 years PQE, with a strong focus on employment law within a broader in-house legal team.). Times vary with prior experience.

Where can a Manager, Global Employment Law progress to?

This role can lead on to Director, Global Employment Law (3-5 years in the Manager role), depending on the skills you build.

What new skills matter most for a Manager, Global Employment Law?

Increasingly, AI-Powered Legal Operations & Strategy and Data Analytics for Employment Law Risk. These are the skills our record of this role lists as growing.

Free tools

Want a read on where you stand?

Three free tools, no account needed. Each one ends with a role, a level and a way in.

Read the Zavmo manifesto to understand how you will be taught Meet your tutors

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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 legal

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

Global employment law expertise carries across industries. Tech, finance, manufacturing and retail all need employment law leadership. It can also lead back to private practice as a partner in an employment law firm, or into regulatory or government roles.

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 free Automation Fluency module 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.