UK

United Kingdom · Legal · Lead (8-12 years)

Lead Counsel, Employment Law

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  • Experience bandLead (8-12 years)
  • Direct reports3-5 reports
  • Reports toAssociate General Counsel, Employment
  • UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Managing Employment Counsel · Head of Employment Legal Programmes · Staff Employment Lawyer

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 8 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 advice to young people on their rights under the law 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
Systems Fluency seeing the whole picture
Trust Fluency keeping the digital world safe
Your Plan Illustration

Built for Lead Counsel, 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 advice to young people on their rights under the law ProQual Awarding Body · covers 8 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 Lead Counsel, 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

  • Ethical AI Governance in HR
  • Global Workforce Compliance & Mobility
Why each one is rising

The future skills this job leans on

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

What happens when you start

Next, a free account. We build your Lead Counsel, Employment Law plan as you set up, starting with the free Automation Fluency module. No card.

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

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3What this role really is

This job means building and running the legal frameworks that keep employment practices compliant and fair. It involves leading a small team, managing legal budgets, and handling the most sensitive employment matters, including those involving senior leadership. The work makes sure employment practices are solid, defensible and fair.

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 / Bloomberg Law Expert

Independently formulating complex search queries, using analytics to predict judicial leanings, and monitoring legislative/judicial trends to inform enterprise-wide risk strategy. You're not just searching; you're strategising with these tools.

Thomson Reuters HighQ / iManage Work / Clio Manage Advanced

Managing complex matter workflows for your team, customising fields to track key data points, and training junior staff on best practices for case and document management. You'll be optimising how we manage our legal work.

Relativity / Logikcull / Disco Advanced

Developing review protocols (e.g., Technology Assisted Review (TAR) models), managing review teams for large e-discovery projects, and preparing productions for high-stakes litigation. You're leading the e-discovery efforts.

Workday HCM / SAP SuccessFactors / Visier (as a data consumer) Intermediate

Building custom reports to conduct adverse impact analyses for RIFs or pay equity audits. You'll need to extract and interpret HR data to spot potential legal risks, working closely with HR Analytics.

Ironclad / ContractPodAi / Advanced SharePoint Workflows Advanced

Designing and building new templates for complex employment documents (e.g., executive contracts, settlement agreements) and managing the clause library. You're driving document automation to improve efficiency.

Microsoft Office Suite (Word, Excel, PowerPoint) Expert

Drafting complex legal documents, creating compelling presentations for senior leadership, and using Excel for data analysis related to employment law matters (e.g., calculating severance, analysing pay data). You'll be using these daily for everything.

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
Litigation Strategy (e.g., settle vs. fight) Propose strategy to supervisor; supervisor makes final decision. Propose strategy and budget to manager; manager makes final decision. Recommend strategy and settlement authority (up to £50K) to Director; Director approves. For higher amounts, Director consults AGC.
Policy Changes/New Programmes Research and draft initial policy sections under supervision. Draft and propose new policies for manager review and approval. Design and implement policies for specific business units, with review by Director. Recommend company-wide changes to Director.
Team Hiring & Performance No direct reports; provide feedback on peers if asked. No direct reports; may informally mentor junior colleagues. Mentor 1-2 junior team members; provide input on their performance reviews.
External Counsel/Vendor Selection No authority; use assigned counsel/vendors. Suggest preferred counsel/vendors to manager. Select counsel/vendors for specific matters within a £5K budget, with Director approval.

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.

Litigation Spend vs. Budget
Total external legal spend on employment litigation and investigations against the allocated budget.
Target · Within 5% of forecast budget annually, aiming for a 10% year-over-year reduction in total spend.

If the annual budget for external employment litigation was £500,000, actual spend should be no more than £525,000. Ideally, we'd see this figure drop to £450,000 the following year due to preventative measures.

Agency Charge Reduction Rate
Year-over-year reduction in the number of new employment tribunal claims or regulatory agency charges (e.g., ACAS early conciliation notifications).
Target · 15% reduction in new charges/claims annually, particularly in areas targeted by new programmes.

If we received 20 employment tribunal claims last year, we'd expect no more than 17 this year. If you've launched a new discrimination training programme, we'd hope to see a disproportionate drop in those types of claims.

Compliance Audit Score
Score from internal or external audits of key employment compliance areas (e.g., wage & hour, policy adherence, record-keeping).
Target · Achieve an average score of 90% or higher on all employment compliance audits.

An internal audit of our holiday pay calculations identifies 3 minor discrepancies out of 100 reviewed, resulting in a 97% compliance score. You'll be expected to address any identified gaps swiftly.

Programme Implementation & Adoption
Successful rollout and adoption rates of new employment law programmes, policies, or training modules.
Target · 95% completion rate for mandatory training; 80% adoption of new policy frameworks within 6 months of launch.

After launching a new 'Managing Difficult Conversations' training for managers, 98% of target managers complete it, and HR reports a 20% drop in manager-initiated employee relations escalations.

Strategic Partnership with HR Leadership
How effectively you're seen as a proactive, strategic partner by the CHRO and senior HR team, not just a reactive legal resource.
  • You're regularly invited to HR leadership meetings to discuss upcoming initiatives, not just current problems. HR proactively seeks your input on new programmes before they're fully formed. They trust your judgment and rely on your advice for sensitive, high-level decisions. You're seen as an enabler, not a blocker.
Effective Team Leadership & Development
Your ability to mentor, develop, and lead your direct reports, ensuring they grow in their roles and contribute effectively.
  • Your team members consistently meet their objectives and show clear professional growth. They feel supported and challenged. You'll see this in positive feedback during 1-to-1s, successful project handovers, and their ability to handle increasingly complex work independently. Ultimately, you're building the next generation of employment lawyers for the company.
Influence on Business Decisions
Your capacity to influence senior business leaders to make legally sound decisions, even when those decisions might be unpopular or challenging.
  • When you advise against a particular course of action, leaders listen and adjust their plans, even if it means a short-term delay. You're able to articulate risk in a way that resonates with commercial objectives, not just legal jargon. You're seen as a trusted advisor, not just a legal gatekeeper.
Quality of Workplace Investigations
The thoroughness, impartiality, and defensibility of high-stakes internal investigations you oversee, especially those involving senior executives.
  • Investigation reports are consistently well-structured, evidence-based, and lead to clear, defensible conclusions. There are no successful challenges to the process or findings. You handle these sensitive matters with discretion and a calm, objective approach, protecting both the company and the individuals involved.

7Would you like it

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

What people enjoy
Building Defensible Systems

You get a real kick out of designing a new policy or training programme that genuinely reduces risk across the entire organisation. You'll spend your days thinking about how to make our processes bulletproof, not just patching up individual issues.

Developing a new, comprehensive wage & hour audit programme that uncovers and fixes systemic issues before they lead to a class action claim.

Mentoring and Developing Talent

You enjoy guiding junior lawyers, helping them navigate complex legal issues, and seeing them grow. You'll spend time doing code reviews on their legal memos or walking them through tricky investigation strategies.

A junior lawyer you've mentored successfully leads their first complex internal investigation, crediting your guidance for their confidence and success.

Strategic Problem Solving

You thrive on dissecting complex, ambiguous employment law challenges, especially those with high stakes or involving senior leaders. You're not just applying the law; you're crafting creative, pragmatic solutions that balance legal risk with business realities.

Advising the CEO on the legal implications and best approach for a sensitive C-suite investigation, navigating both legal and reputational risks.

What frustrates people
  • The 'Department of No' perception: Constantly battling the idea that your role is to block business initiatives, rather than enable them smartly and safely.
  • The Post-Mortem Cleanup: Being called in to fix a significant problem (e.g., a botched termination or a poorly handled investigation) that could have been avoided if a manager had made a 10-minute phone call for advice beforehand.
  • Investigative Dead Ends: Spending weeks on a sensitive 'he said/she said' investigation only to conclude it's impossible to substantiate the claims, leaving everyone involved dissatisfied and feeling like their time was wasted.
  • The Privilege Police: Repeatedly having to explain to well-meaning business partners why they can't forward your legal advice to the entire team, and the very real risks of inadvertently waiving privilege.
  • Business Partner Amnesia: Providing clear, written advice that is subsequently ignored, and then being asked to defend the exact negative outcome you warned them about months earlier.
What this role does not give you
  • A purely academic legal environment: You'll be applying law in a messy, commercial context, not just theorising.
  • Complete control over outcomes: You advise, but the business makes the ultimate decisions (within legal bounds, of course).
  • A quiet, predictable workload: Expect urgent fire drills and shifting priorities that will derail your perfectly planned week.
  • Isolation from people issues: This role is fundamentally about navigating human relationships and conflicts, often at their most challenging.

8Who you work with

This role directly shapes the company's employment risk profile and workplace culture. Your programmes will touch every employee, influencing everything from hiring practices to termination procedures. You're not just mitigating risk; you're actively building a more compliant, equitable, and ultimately, more productive workplace. Your work directly impacts our ability to attract and retain talent, and frankly, keeps us out of the headlines for the wrong reasons.

Inside the business
  • Senior HR Leadership (CHRO, HR Business Partners)
  • C-suite Executives (CEO, CFO, COO)
  • Internal Audit and Risk Management teams
  • Business Unit Leaders (Heads of Sales, Product, Engineering)
  • Finance Department (for budget management and litigation reserves)
Outside the business
  • External Employment Law Firms and Barristers
  • Regulatory Bodies (e.g., ACAS, Employment Tribunals, ICO)
  • e-Discovery Vendors
  • HRIS and Legal Tech Vendors
  • Industry Associations and Peer Networks

9What you need before you start

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

  • Qualified Solicitor or Barrister in England & Wales with a current practising certificate (or equivalent international qualification with proven UK employment law experience).
  • At least 8-12 years of post-qualification experience (PQE) specialising in employment law, gained either in-house at a large organisation or within a reputable law firm.
  • Demonstrable experience leading complex workplace investigations, including those involving senior executives or sensitive allegations.
  • Proven track record of managing and resolving significant employment litigation (e.g., Employment Tribunal claims, High Court actions) from start to finish.
  • Experience designing and implementing company-wide employment law compliance programmes or significant policy initiatives.
  • Experience managing a small team of legal professionals or paralegals, with a focus on their development and performance.

10What to practise next

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

Advanced Legal Analytics & Predictive Modelling

The ability to not just react to data but to proactively use it to predict outcomes and inform strategy is becoming critical. This means moving beyond basic reporting to using statistical methods to forecast litigation risk, identify adverse impact, and measure the effectiveness of compliance programmes.

Statistical methods for adverse impact analysis (e · Predictive modelling for litigation outcomes (e.g. · Data visualisation for presenting complex legal da · Using HRIS data to identify patterns in employee c · Measuring ROI of compliance programmes through dat

  • This month: Explore advanced features in Visier (or similar HR analytics tools) for custom report building.
  • Next quarter: Take an online course on basic statistics for data analysis (e.g., Coursera, edX).
  • Month 3-6: Partner with our internal data science or HR analytics team to work on a joint project to predict a specific employment risk.
  • Month 6-12: Develop a dashboard to track key employment law metrics and visualise trends.
  • Ongoing: Read articles on legal analytics and how other firms/companies are using data.

Quick win: Start by identifying one key employment metric (e.g., average time to close an investigation) and track it systematically. Just having the data is the first step to analysing it.

Legal Operations & Process Automation

As a Lead Counsel, you're not just practicing law; you're running a legal function. Optimising processes, automating routine tasks, and implementing legal ops best practices will be crucial for efficiency, scalability, and managing your team's workload effectively. This is about making the legal function run like a well-oiled machine.

Legal project management methodologies (e.g., Agil · Workflow automation for routine legal tasks (e.g., · Vendor management and legal tech procurement strat · Budget forecasting and cost control for legal spen · Knowledge management systems for legal precedents

  • This month: Map out one of your team's most time-consuming, repetitive processes. Where are the bottlenecks?
  • Next quarter: Research legal operations best practices and tools (e.g., CLOC resources).
  • Month 3-6: Implement a small automation project using an existing tool (e.g., a SharePoint workflow for policy approvals).
  • Month 6-12: Develop a proposal for a new legal tech tool that could significantly improve team efficiency.
  • Ongoing: Network with Legal Ops professionals in other companies.

Quick win: Identify one document your team drafts frequently and explore how a document automation tool (like Ironclad or even advanced Word templates) could reduce drafting time. Small wins add up.

11Staying current once you are in

What people here do to keep up
  • Regularly attend employment law conferences and seminars (e.g., organised by Employment Lawyers Association (ELA), LexisNexis, or major law firms) to stay current with legislative changes and best practices.
  • Actively participate in legal industry associations and peer networks to share insights and build relationships.
  • Undertake continuous professional development (CPD) specifically focused on leadership, team management, and strategic legal operations.
  • Seek out opportunities to present on employment law topics internally to HR and business leaders, honing your communication and influence skills.
  • Engage with legal tech communities and experiment with new AI tools to enhance productivity and legal analysis.

12The rising capability

The rising capability

Zavmo analysis

What's rising in its place

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

Ethical AI Governance in HR

Companies are increasingly using AI in HR for everything from recruitment screening to performance management and even termination recommendations. This introduces new legal and ethical risks around bias, transparency, and data privacy. Regulators are starting to pay close attention, and we need to be prepared.

  • Algorithmic bias detection and mitigation in HR to
  • Transparency requirements for AI-driven HR decisio
  • Data privacy implications of AI processing employe
  • Ethical frameworks for AI in the workplace
  • Compliance with emerging AI-specific regulations (

Global Workforce Compliance & Mobility

Even if we're primarily UK-based, our workforce is becoming increasingly distributed and globalised. Remote work means employees might be working from different jurisdictions, creating complex legal challenges around employment contracts, tax, social security, and local labour laws. We need to be able to advise on this effectively.

  • Jurisdictional challenges for remote workers (e.g.
  • International employment contract drafting and loc
  • Global mobility policies and immigration law inter
  • Cross-border data privacy considerations for emplo
  • Understanding different employment models (e.g., E

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Litigation & Dispute Resolution
  • Workplace Investigations
  • Regulatory Compliance & Auditing
  • Policy Drafting & Implementation
  • Executive Compensation & Separation

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 Employment Counsel (In-House)

    3-5 years as Senior Counsel

    Skills to master

    • You'd have spent your time leading complex projects, managing high-risk litigation, and being the primary advisor for a significant business unit. You'd have developed a reputation for sound judgment and pragmatic advice. This path means you've already proven you can handle the tricky stuff and influence stakeholders.

    You're ready to move on when

    • Successfully led multiple high-stakes internal investigations without significant issues.
    • Managed a portfolio of complex Employment Tribunal claims to favourable outcomes.
    • Consistently provided strategic, proactive advice to business units, not just reactive answers.
    • Informally mentored junior colleagues and demonstrated leadership potential.
  2. 2

    Senior Associate / Managing Associate (Law Firm)

    4-6 years at this level

    Skills to master

    • You'd have been running your own caseload of complex employment matters for a diverse range of clients, often supervising junior lawyers. You'd have deep technical expertise across various sectors and a strong understanding of commercial drivers. The key here is translating that client-facing, billable-hour experience into an in-house, programme-focused mindset.

    You're ready to move on when

    • Managed multiple client relationships and acted as the primary contact for complex matters.
    • Supervised and developed junior lawyers within the firm.
    • Demonstrated strong project management skills for large-scale client engagements (e.g., collective redundancies, complex litigation).
    • Developed a commercial understanding of clients' businesses beyond pure legal advice.
  3. 3

    Employment Law Consultant (Specialist Consultancy)

    5-7 years as a senior consultant

    Skills to master

    • You'd have been advising multiple organisations on employment law compliance, policy development, and managing HR projects. This path often brings a strong focus on practical implementation and programme design, which is highly relevant. The shift is from advising multiple clients to focusing deeply on one organisation's needs.

    You're ready to move on when

    • Successfully designed and implemented employment policies or compliance programmes for various clients.
    • Provided training and guidance to HR teams on complex employment law topics.
    • Managed client projects from scope definition through to delivery and evaluation.
    • Demonstrated an ability to translate legal theory into practical, business-friendly solutions.

15Where this role leads

The long view: This role can lead to Deputy General Counsel roles in labour and employment, or senior legal and people leadership positions such as General Counsel or Chief People 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 Lead Counsel, Employment Law is actually changing.

Where it leads

Roles this leads to

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

  • Associate General Counsel, Employment

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 Lead Counsel, Employment Law.

Specialist advice work in practice – employment Level 2

Applied to your work in Lead Counsel, 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
Lead Counsel, Employment Law
  • Litigation & Dispute Resolution
  • Workplace Investigations
  • Regulatory Compliance & Auditing
  • Policy Drafting & Implementation
  • Executive Compensation & Separation
This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

16The detail, folded away

Everything else the record holds

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

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

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

  1. Associate General Counsel, Employment

    3-5 years in the Lead Counsel role

    This is a significant step up, moving into overall functional leadership. You'll be managing the entire employment law team, setting the strategic direction for the function, and advising the most senior HR and business leaders.

    • Global Employment Law Strategy Developing and overseeing employment law strategy for international operations.
    • M&A Due Diligence & Integration Leading the employment law aspects of mergers, acquisitions, and divestitures.
    • Advanced Budget & Resource Management Managing multi-million-pound budgets for the entire employment legal function, including external spend and internal headcount.
    • External Representation Representing the company externally to regulators, industry bodies, and in high-profile public matters.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, employment law is demanding. The sheer volume of documents, research, and policy updates can feel overwhelming. What if you could reclaim a significant chunk of your week, not by working less, but by working smarter? That's where AI comes in.

We're investing in AI tools to help our legal team focus on the high-value, strategic work that truly matters. This isn't about replacing lawyers; it's about giving you superpowers. Imagine automating the tedious parts of document review, getting instant summaries of complex case law, or proactively spotting compliance risks before they escalate. It's about freeing you up to be the strategic advisor you're meant to be.

First-Pass Document Review

Use AI-powered e-discovery tools like Relativity or Logikcull to perform initial relevance, privilege, and topic coding on massive document sets for litigation or investigations. This flags key documents for human review, saving countless hours. Honestly, it's a game-changer for discovery.

Proactive Risk Analysis

Leverage AI to analyse anonymised HRIS data (promotions, compensation, performance ratings, terminations) to identify statistical disparities and flag potential adverse impact or pay equity issues. You'll spot problems before they become claims, allowing for preventative action. Think of it as an early warning system.

AI-Assisted Legal Research

Utilise generative AI tools within Westlaw Edge or Lexis Advance to summarise complex case law, generate outlines of legal arguments, or ask natural language questions to find relevant statutes across jurisdictions much faster. It's like having a super-fast legal intern for your initial research.

Initial Draft Generation

Use AI to create the first draft of routine, fact-intensive documents like position statements, responses to interrogatories, or investigation summary reports. You, the lawyer, then refine, add the critical legal analysis, and ensure accuracy. It gets you 80% of the way there, letting you focus on the 20% that requires your expert judgment.

Common questions

Common questions

How do you become a Lead Counsel, Employment Law?

Common routes in include Senior Employment Counsel (In-House) (3-5 years as Senior Counsel), Senior Associate / Managing Associate (Law Firm) (4-6 years at this level) and Employment Law Consultant (Specialist Consultancy) (5-7 years as a senior consultant). Times vary with prior experience.

Where can a Lead Counsel, Employment Law progress to?

This role can lead on to Associate General Counsel, Employment (3-5 years in the Lead Counsel role), depending on the skills you build.

What new skills matter most for a Lead Counsel, Employment Law?

Increasingly, Ethical AI Governance in HR and Global Workforce Compliance & Mobility. These are the skills our record of this role lists as growing.

Free tools

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

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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

The skills built in this role transfer across industries such as financial services, tech and healthcare. They can also lead into employment law consultancy work, advising several clients on people-related risk.

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.