UK

United Kingdom · Legal · 5-8 years

Chief Labor Counsel / VP, Labor Relations

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  • Experience band5-8 years
  • Reports toChief Legal Officer (CLO)
  • UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Global Head of Industrial Relations · Executive Director of Employment & Labor Law · Chief People & Culture Officer (Labour Focus)

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

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

NOCN Level 3 Certificate in Trade Unions Today NOCN · Level 3 · covers 2 of 3 standards
NOCN Level 2 Certificate in Trade Unions Today NOCN · Level 2 · covers 2 of 3 standards
NOCN Level 2 Award for Trade Union Representatives NOCN · Level 2 · covers 2 of 3 standards
NOCN Level 2 Award in Trade Unions Today NOCN · Level 2 · covers 2 of 3 standards
NCFE CACHE Level 2 Certificate in Information, Advice or Guidance NCFE · Level 2 · covers 1 of 3 standards

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

The units you would start with

Practical Bargaining, Negotiation and Consultation NOCN Level 3 Certificate in Trade Unions Today
Negotiating Employment Rights at Work NOCN Level 3 Certificate in Employment Law for Trade Union Representatives
Specialist advice work in practice – employment NCFE CACHE Level 2 Certificate in Information, Advice or Guidance

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
Foresight Fluency seeing round the corner
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Your Plan Illustration

Built for Chief Labor Counsel / VP, Labor Relations

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

  1. Practical Bargaining, Negotiation and Consultation NOCN · covers 2 of 3 standards Level 3
  2. Negotiating Employment Rights at Work NOCN · covers 1 of 3 standards Level 3
  3. Specialist advice work in practice – employment NCFE · covers 1 of 3 standards Level 2
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 Chief Labor Counsel / VP, Labor Relations?

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-Driven Predictive Labour Risk Analytics
  • Global Digital Ethics & Workforce Surveillance
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 Chief Labor Counsel / VP, Labor Relations plan as you set up, starting with a Future Fluency module on using AI in your job. No card.

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3What this role really is

This legal leadership role oversees labour strategy and workforce relations across a whole organisation. It covers legal risk, business strategy and dealings with staff and unions. It calls for handling complex, high-stakes situations, from disputes to acquisitions involving unionised staff.

4What you'd actually use

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

Westlaw, LexisNexis, Bloomberg Law (Advanced Analytics) Strategic/Architect

Leveraging platform analytics to identify global legal trends impacting labour strategy, advising on platform selection and negotiation, and guiding complex, multi-jurisdictional legal research for strategic policy development.

Thomson Reuters Legal Tracker, Clio Manage, SimpleLegal (Enterprise Oversight) Strategic/Architect

Overseeing system integration with HRIS and other enterprise systems, using aggregate data to forecast global litigation risk, manage external counsel spend, and budget for enterprise-wide labour disputes. You'll be influencing the roadmap for these tools.

Workday HCM, SAP SuccessFactors, Oracle HCM (Strategic Data Insight) Strategic/Architect

Influencing HRIS module configuration for time/attendance, absence management, and performance to mitigate enterprise-level CBA violations and ensure global compliance. Using aggregate HRIS data for predictive analytics on labour unrest or policy effectiveness.

iManage, NetDocuments, SharePoint (Global Document Architecture) Strategic/Architect

Architecting the firm-wide taxonomy, security model, and retention policies for all labour relations documents globally. Leading platform migration projects and ensuring robust, legally compliant document management across the enterprise.

Relativity, Nuix, Logikcull (E-Discovery Strategy) Strategic/Architect

Developing the firm's enterprise-wide E-Discovery playbook for high-stakes labour cases. Managing vendor relationships and budgets for forensic investigations, and advising on data collection and review strategies for major ULP charges or class actions.

Diligent Boards, Nasdaq Boardvantage (Executive Reporting) Strategic/Architect

Presenting directly to the Board or executive leadership using these platforms, defending enterprise labour strategy, outlining financial implications, and providing strategic recommendations on labour risk and opportunities.

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
Enterprise Labour Strategy & Policy No involvement beyond understanding impacts. Provides data and insights for policy review. Designs and recommends policy changes to leadership.
Major Collective Bargaining Mandates Assists with data gathering for negotiation prep. Drafts proposals based on established mandates. Leads local negotiations, recommends mandate adjustments.
High-Stakes Litigation & Regulatory Response Supports discovery, organises documents. Conducts initial legal research, drafts responses to routine inquiries. Manages complex litigation workstreams, advises on settlement options.

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.

Major Industrial Action Avoidance
Number of significant work stoppages, strikes, or lockouts across the enterprise.
Target · Zero unplanned major industrial actions annually.

Successfully negotiated a master agreement without any regional strikes, saving roughly £50M in lost productivity and reputational damage.

Labour Cost Management (CBA Negotiations)
Average percentage increase in total compensation (wages, benefits) compared to industry benchmarks and budgeted allocations for major collective bargaining agreements.
Target · Negotiated increases at or below industry benchmark/budgeted amount (e.g., <3% annual total compensation increase).

Closed the national CBA with a 2.8% average annual increase, while competitors settled for 3.5-4%, saving the company £15M over three years.

Reduction in High-Stakes ULP Charges/Litigation
Percentage reduction in Unfair Labor Practice (ULP) charges or high-value employment litigation (e.g., class actions) filed against the company, especially those with significant financial or reputational risk.
Target · Greater than 20% year-over-year reduction in high-stakes ULP charges/litigation.

Reduced the number of NLRB-filed ULP charges with potential for significant back pay or injunctive relief by 25% in the last fiscal year through proactive policy changes.

M&A Labour Integration Success Rate
Successful integration of unionised workforces and collective bargaining agreements during mergers and acquisitions, measured by absence of major post-acquisition labour disputes or unexpected liabilities.
Target · 100% successful integration without material labour-related business disruption or unforeseen costs for all M&A activity.

Oversaw the labour integration of a £200M acquisition, harmonising 15 separate CBAs with zero post-merger strikes or significant grievances, ensuring a smooth operational transition.

Board and Executive Confidence
The extent to which the Board and C-Suite trust your strategic advice on labour relations, viewing you as a critical, proactive partner in enterprise risk management.
  • You're consistently invited to provide strategic input on major business decisions (e.g., M&A, divestitures, new market entry) before they're finalised. The Board actively seeks your perspective on labour market trends and regulatory changes. You present directly to the Board at least quarterly, leading discussions on labour strategy and risk.
External Reputation & Stakeholder Relations
How the company is perceived by key external labour stakeholders (unions, regulators, media) as a fair and responsible employer.
  • We're seen as a credible, tough but fair negotiator by union leadership. Industry bodies and regulatory agencies consult you for input on policy. Media coverage of our labour relations is consistently neutral or positive, even during negotiations. You're asked to speak at industry conferences on best practices in labour relations.
Strategic Influence & Policy Development
Your ability to proactively shape and implement enterprise-wide labour policies that mitigate risk and support business objectives, rather than just reacting to problems.
  • You've led the development and implementation of a new global labour relations framework. Your policy recommendations are adopted by the executive team and have measurable positive impacts. You're seen as the go-to expert for complex, multi-jurisdictional labour issues, and your counsel prevents issues before they arise.
Talent Retention & Employee Relations Climate
The overall health of employee relations across the organisation, contributing to a stable and engaged workforce.
  • Internal employee engagement surveys show improving scores in areas related to fairness and dispute resolution. Voluntary turnover rates in unionised parts of the business are stable or decreasing. You're recognised internally for fostering a culture where labour issues are addressed constructively, not combatively.

7Would you like it

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

What people enjoy
Shaping Enterprise Destiny

You're driven by the opportunity to make decisions that fundamentally alter the company's trajectory, whether it's navigating a major acquisition's labour implications or setting the tone for employee relations across thousands of people. You love seeing your strategic input directly influence Board-level discussions and multi-year business plans.

Leading the labour integration strategy for a £500M acquisition, ensuring a seamless transition for 10,000 employees and preventing any post-merger industrial action.

Mastering High-Stakes Complexity

You thrive on the intellectual challenge of untangling the most intricate legal and human problems, especially when the stakes are incredibly high. The more complex the global regulatory landscape or the more delicate the negotiation, the more engaged you become. You enjoy being the ultimate problem-solver for the toughest labour issues.

Crafting a novel legal defence for a precedent-setting ULP charge that could reshape industry-wide labour practices.

Protecting Organisational Reputation & Value

A core driver for you is safeguarding the company's brand, financial health, and operational stability from significant labour risks. You take immense pride in preventing crises, successfully defending against major litigation, and ensuring the company is seen as a responsible, ethical employer by the public and investors.

Successfully managing public relations and legal strategy during a high-profile industrial dispute, protecting the company's share price and brand image.

What frustrates people
  • The 'Always On' Mentality: Labour crises don't respect business hours or weekends, meaning you're often on call for urgent, high-impact situations.
  • Balancing Conflicting Executive Priorities: You'll frequently be caught between the CHRO's desire for employee engagement and the COO's drive for efficiency, requiring delicate navigation.
  • The Glacial Pace of Justice (at Scale): Enterprise-level litigation or regulatory processes can drag on for years, demanding sustained focus and patience without quick resolution.
  • Public Scrutiny & Media Management: Every major labour decision or dispute can become a media headline, requiring careful message control and crisis communications.
  • Managing Legacy Issues: Inheriting complex, long-standing labour disputes or deeply entrenched union relationships that require years to reshape.
  • The Emotional Toll of Constant Conflict: Being the ultimate arbiter and strategist in perpetual conflict situations can be incredibly draining, requiring robust personal resilience.
What this role does not give you
  • A predictable 9-to-5 schedule; crises often dictate your hours.
  • A low-stress environment; this is a high-pressure, high-stakes role.
  • Immediate gratification; many strategic labour initiatives take years to bear fruit.
  • The ability to avoid public scrutiny; your decisions will often be visible to investors and the media.
  • A role where you can avoid difficult conversations; you'll be having them constantly.

8Who you work with

This role is absolutely critical for safeguarding our company's licence to operate. You'll directly influence our ability to execute M&A deals, expand into new markets, and manage our operational costs by ensuring labour stability and compliance. Your decisions can prevent or mitigate major financial liabilities, reputational damage, and operational disruptions stemming from labour disputes. Essentially, you're protecting the company from significant legal and business risks at the highest level.

Inside the business
  • Chief Executive Officer (CEO)
  • Chief Human Resources Officer (CHRO)
  • Chief Operating Officer (COO)
  • Chief Financial Officer (CFO)
  • The Board of Directors
  • Business Unit Presidents
Outside the business
  • Trade Union Leadership (national and international)
  • Government Regulators (e.g., NLRB, ACAS, Department for Business and Trade)
  • External Legal Counsel
  • Industry Associations
  • Investors and Shareholders
  • Media Outlets

9What you need before you start

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

  • A Juris Doctor (JD) or Bachelor of Laws (LLB) degree from an accredited institution, coupled with active membership in good standing with a relevant Bar Association (e.g., SRA in the UK, State Bar in the US).
  • At least 20 years of progressively responsible experience specialising in labour and employment law, with a significant portion dedicated to industrial relations, collective bargaining, and high-stakes litigation.
  • Proven experience leading and managing large, geographically dispersed legal or industrial relations teams, including developing talent and setting strategic direction.
  • Demonstrable experience advising C-suite executives and Boards of Directors on complex legal and strategic matters, with a track record of influencing high-level business decisions.
  • Extensive experience in leading master collective bargaining agreement negotiations, managing major industrial disputes, and navigating complex regulatory environments at an enterprise level.
  • A deep understanding of corporate finance, M&A processes, and how labour relations impacts overall business strategy and shareholder value.

10What to practise next

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

Legal Tech & AI Solution Architecture

Important within 12 months. You'll need to understand the capabilities and limitations of emerging legal AI platforms to strategically invest in solutions that enhance our labour relations function. This means moving beyond just 'using' the tools to 'designing' how they fit into our enterprise architecture.

API Integration for Legal Platforms · Cloud-Native Legal Solutions · Data Governance for Legal Data · Vendor Management for AI/Legal Tech

  • This quarter: Meet with our CIO/CTO to understand our enterprise technology strategy and how legal tech can align.
  • Next quarter: Evaluate 2-3 new AI-powered legal research or case management platforms for potential adoption.
  • Month 6: Develop a business case for a strategic investment in a new legal tech solution that addresses a key labour relations challenge.
  • Month 9: Lead the implementation of a new legal tech tool, overseeing its integration and adoption across your team.

Quick win: Identify a specific, repetitive task in your team's workflow (e.g., drafting initial policy summaries) and explore how a readily available AI tool could automate it. Prove the concept.

11Staying current once you are in

What people here do to keep up
  • Regularly engage with leading labour law and industrial relations think tanks and academic institutions to stay abreast of emerging theories and research.
  • Actively participate in executive-level peer networks for Chief Legal Officers or HR leaders, sharing insights and benchmarking best practices.
  • Serve on the board of a relevant industry association or non-profit organisation, contributing to broader policy discussions.
  • Publish articles or speak at major international conferences on cutting-edge labour law or industrial relations topics, establishing yourself as a thought leader.
  • Undertake executive education programmes focused on global business strategy, M&A integration, or advanced negotiation techniques.

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-Driven Predictive Labour Risk Analytics

Critical within 12 months. Competitors are already using advanced AI to predict potential labour unrest, identify 'hot spots' for union organising, and model the impact of different negotiation strategies. If we're not doing this, we're reacting, not leading.

  • Machine Learning for Anomaly Detection
  • Natural Language Processing (NLP) for Contract Analysis
  • Simulation & Scenario Planning
  • Ethical AI & Bias Mitigation

Global Digital Ethics & Workforce Surveillance

Critical within 18 months. As remote work and digital tools become ubiquitous, the legal and ethical boundaries of employee monitoring, data privacy, and AI in HR decision-making are constantly being redrawn. This is a huge area of emerging litigation and reputational risk.

  • GDPR, CCPA, and Global Data Privacy Laws
  • AI in Hiring & Performance Management
  • Employee Monitoring Technologies
  • Algorithmic Fairness & Transparency

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Collective Bargaining & Negotiation (Master Agreement)
  • Grievance & Arbitration System Design & Oversight
  • Global Workplace Investigation Policy & Oversight
  • International Labor Law & Statutory Compliance
  • Complex Contract Interpretation & Administration
  • Strategic Alternative Dispute Resolution (ADR)

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

    Director, Labor Relations & Employment Law (Large Enterprise)

    5-10 years at Director level

    Skills to master

    • Mastering enterprise-wide labour strategy, leading multi-national negotiations, managing significant litigation portfolios, and developing a strong executive presence for board-level interactions.

    You're ready to move on when

    • Successfully led master agreement negotiations for a major business unit or region.
    • Consistently advised C-suite executives on high-stakes labour matters with demonstrable impact.
    • Built and managed a high-performing team of senior labour relations professionals.
    • Developed a deep understanding of the company's global operations and strategic objectives.
  2. 2

    Partner, Labour & Employment Law (Top-Tier Firm)

    10-15 years as a Partner

    Skills to master

    • Developing deep expertise in complex labour litigation, advising multiple large corporate clients on industrial relations strategy, building a strong client book, and managing a team of associates. You'd need to transition from external advisor to internal leader.

    You're ready to move on when

    • Successfully managed a portfolio of high-value labour law clients, including major corporations.
    • Consistently delivered strategic, impactful legal advice on complex industrial relations issues.
    • Demonstrated strong business development and client relationship management skills.
    • Led significant litigation or arbitration cases with favourable outcomes for clients.
  3. 3

    General Counsel (Mid-Sized Company with Strong Union Presence)

    5-8 years as General Counsel

    Skills to master

    • Broadening legal expertise beyond labour law to include corporate governance, commercial law, and compliance, while retaining deep specialisation in industrial relations. Managing an entire legal department and advising a full executive team.

    You're ready to move on when

    • Successfully managed all legal affairs for a company, including significant labour relations components.
    • Effectively advised the CEO and Board on a wide range of legal and strategic issues.
    • Built and led a legal department, managing budgets and external counsel.
    • Demonstrated strong business acumen and understanding of commercial drivers.

15Where this role leads

The long view: This role can lead to board positions, senior advisory or consulting work, or academic and policy roles in labour law.

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 Chief Labor Counsel / VP, Labor Relations 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 Practical Bargaining, Negotiation and Consultation, worked against Chief Labor Counsel / VP, Labor Relations.

Practical Bargaining, Negotiation and Consultation Level 3

Applied to your work in Chief Labor Counsel / VP, Labor Relations

The objective of this unit is to enable learners to recognise different negotiating styles, negotiate effectively as part of a team, and understand the strengths and weaknesses of the union’s negotiating position. Learners will be able to contribute constructively to team discussions and demonstrate effective communication skills during negotiations.

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

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

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See Your Progress Grow Illustration
Chief Labor Counsel / VP, Labor Relations
  • Collective Bargaining & Negotiation (Master Agreement)
  • Grievance & Arbitration System Design & Oversight
  • Global Workplace Investigation Policy & Oversight
  • International Labor Law & Statutory Compliance
  • Complex Contract Interpretation & Administration
  • Strategic Alternative Dispute Resolution (ADR)
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

Chief Labor Counsel / VP, Labor Relations is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Chief Legal Officer (CLO)

    3-5 years

    Enterprise Leadership

    • M&A legal strategy and execution (end-to-end)
    • Intellectual Property portfolio management
    • Global regulatory compliance frameworks (non-labour)
    • Cybersecurity and data privacy legal oversight

  2. Chief Human Resources Officer (CHRO)

    3-5 years

    Enterprise Leadership

    • Global talent acquisition and retention strategies
    • Executive compensation and benefits design
    • HR technology and digital transformation
    • Diversity, Equity, and Inclusion (DEI) strategy
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, at the C-suite level, your time is gold. You're not just managing; you're strategising, negotiating, and protecting the entire enterprise. Imagine if you could offload the heavy lifting of legal research, risk analysis, and report generation, freeing you up to focus purely on high-impact strategic decisions. That's exactly what AI can do for you.

We're not talking about replacing your judgment, but augmenting it. Think of AI as your elite, tireless research assistant and data analyst, working 24/7 to give you the insights you need, faster than ever. This isn't just about efficiency; it's about gaining a strategic edge in the complex world of industrial relations.

Global Regulatory & Precedent Analysis

Use AI platforms to continuously monitor and summarise emerging labour laws, regulatory changes, and relevant arbitration awards across multiple jurisdictions. Get instant, synthesised insights on how these changes impact our global operations and strategic planning. No more sifting through hundreds of pages of legal updates yourself; AI does the heavy lifting, delivering you the 'so what?'.

M&A Labour Risk & Integration Forecasting

Feed AI tools with target company data (CBAs, grievance history, HR policies) to rapidly assess labour-related risks during M&A due diligence. Forecast potential integration challenges, cost implications, and union reactions, allowing you to build robust labour integration strategies faster and with greater accuracy. This means fewer surprises post-acquisition.

Board-Ready Labour Strategy Reports

Automate the generation of executive summaries and board reports on our labour relations health. AI can pull data from various sources (HRIS, case management, external benchmarks), identify key trends in grievances, negotiations, and compliance, and draft initial narratives, leaving you to refine the strategic insights and present with confidence.

Strategic Communication & Negotiation Prep

Use AI to analyse historical negotiation transcripts, union proposals, and public statements to identify patterns, potential sticking points, and optimal communication strategies. Draft initial executive talking points, press releases, or internal communications for complex labour situations, ensuring consistent messaging and strategic alignment.

Common questions

Common questions

How do you become a Chief Labor Counsel / VP, Labor Relations?

Common routes in include Director, Labor Relations & Employment Law (Large Enterprise) (5-10 years at Director level), Partner, Labour & Employment Law (Top-Tier Firm) (10-15 years as a Partner) and General Counsel (Mid-Sized Company with Strong Union Presence) (5-8 years as General Counsel). Times vary with prior experience.

Where can a Chief Labor Counsel / VP, Labor Relations progress to?

This role can lead on to Chief Legal Officer (CLO) (3-5 years) and Chief Human Resources Officer (CHRO) (3-5 years), depending on the skills you build.

What new skills matter most for a Chief Labor Counsel / VP, Labor Relations?

Increasingly, AI-Driven Predictive Labour Risk Analytics and Global Digital Ethics & Workforce Surveillance. These are the skills our record of this role lists as growing.

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17Where to go from here

Other roles at Level 5

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

 More jobs in legal

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

Skills in high-stakes negotiation, legal strategy and workforce risk apply across regulated industries such as healthcare, energy and the public sector. They also transfer to large multi-national organisations and government policy roles, or any organisation facing complex workforce challenges.

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

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