UK

United Kingdom · Learning and development · Principal/Manager (12-16 years)

Manager, Instructional Design

Here is the whole job, in plain words. What it is, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

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  • Experience bandPrincipal/Manager (12-16 years)
  • Direct reports3-8 reports
  • Reports toDirector, Learning & Development
  • UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Learning Design Manager · Head of Learning Experience · L&D Programme Manager

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

Pearson BTEC Level 5 Higher National Diploma in Computing for England Pearson Education Ltd · Level 5 · covers 2 of 10 standards
Focus Awards Level 5 Diploma in Leading and Managing an Adult Care Service (RQF) Focus Awards Limited · Level 5 · covers 1 of 10 standards
NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales) NCFE · Level 5 · covers 1 of 10 standards
AIM Qualifications Level 5 Diploma in Education and Training AIM Qualifications · Level 5 · covers 1 of 10 standards
OCNLR Entry Level Certificate in Digital Skills (Entry 3) OCN London · Entry Level · covers 1 of 10 standards
OCNLR Level 4 Certificate in Education and Training OCN London · Level 4 · covers 3 of 10 standards

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

The units you would start with

User Experience and Interface Design Pearson BTEC Level 5 Higher National Diploma in Computing for England
Team Learning and Development in Adult Care Focus Awards Level 5 Diploma in Leading and Managing an Adult Care Service (RQF)
Provide learning opportunities for colleagues NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales)
Develop and prepare resources for learning and development AIM Qualifications Level 5 Diploma in Education and Training
Introduction to User Interface (UI) and User Experience (UX) Design OCNLR Entry Level Certificate in Digital Skills (Entry 3)
Identify individual learning and development needs OCNLR Level 4 Certificate in Education and Training

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Frontier Fluency the next wave, beyond mainstream AI
Change Fluency taking people through change
Systems Fluency seeing the whole picture
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Your Plan Illustration

Built for Manager, Instructional Design

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

  1. User Experience and Interface Design Pearson Education Ltd · covers 2 of 10 standards Level 5
  2. Team Learning and Development in Adult Care Focus Awards Limited · covers 1 of 10 standards Level 5
  3. Provide learning opportunities for colleagues NCFE · covers 1 of 10 standards Level 5
  4. Develop and prepare resources for learning and development AIM Qualifications · covers 1 of 10 standards Level 5
  5. Introduction to User Interface (UI) and User Experience (UX) Design OCN London · covers 1 of 10 standards Entry Level
  6. Identify individual learning and development needs OCN London · covers 3 of 10 standards Level 4
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, Instructional Design?

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

  • Adaptive Learning Systems Design & Strategy
  • XR/Metaverse Learning Strategy
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, Instructional Design plan as you set up, starting with a Future Fluency module on using AI in your job. 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 leading a small team of instructional designers, making sure learning programmes hit the mark for employees. It involves building capability, guiding the team, and linking learning strategy to what the business needs. The manager translates business problems into learning solutions, then guides the team to build them.

4What you'd actually use

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

Articulate 360 (Storyline & Rise) Advanced

You'll set the standards for complex interactions and custom templates, evaluating your team's work against these benchmarks. You'll also be involved in strategic decisions around new features or enterprise-wide best practices.

LMS/LXP (e.g., Cornerstone OnDemand, Workday Learning) Advanced

You'll oversee the configuration of learning paths and curricula, and use LMS data to inform your team's strategic decisions. You'll also be involved in platform governance and potential system integrations.

Video & Media Production Tools (e.g., Camtasia, Adobe Premiere) Intermediate

While you might not be doing daily editing, you'll manage vendors for larger projects, set the organisation's video learning strategy, and ensure your team adheres to brand guidelines for all media content.

Collaboration & Project Management (e.g., Asana, Jira, Miro) Expert

You'll manage the team's entire project portfolio, allocate resources, and implement/refine the L&D team's agile project management methodology. You'll also facilitate high-level design thinking sessions.

Learning Analytics & Reporting (e.g., Power BI, xAPI) Advanced

You'll define the learning analytics strategy for your team's programmes, champion investment in tools like an LRS, and present learning impact dashboards to executive leadership. You need to understand what the data is telling us.

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
Project Scope & Methodology Follows detailed design documents; escalates any deviation. Chooses appropriate methodology (ADDIE/SAM) for routine projects; consults senior on complex ones. Designs complex project methodologies; recommends scope changes to project leads.
Resource Allocation & Workload Not applicable; assigned tasks by manager. Manages own workload within assigned projects; flags capacity issues to manager. Manages own workload and may informally guide junior colleagues; flags major capacity issues.
Budget Approval No budget authority; requests resources from supervisor. Requests project-specific tools/resources up to £500 from manager. Recommends vendor selection for project components up to £5K; requires manager approval.
Team Member Performance & Development Receives feedback and development plans from supervisor. Participates in performance reviews; seeks development opportunities. Provides informal feedback to junior colleagues; mentors 1-2 individuals.

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.

Team Project Delivery Rate
The percentage of learning projects your team completes on time and within the agreed scope.
Target · Achieve 90% or more of projects delivered on schedule.

If your team has 10 projects in a quarter, you'd aim to get 9 of them over the finish line exactly when planned. That means no last-minute scrambling or scope creep.

Average Kirkpatrick Level 2 & 3 Scores
The average knowledge gain (Level 2) and observed behaviour change (Level 3) across the learning programmes your team designs.
Target · Maintain an average knowledge lift of >30% on post-assessments and >70% manager-reported behaviour change.

A new sales onboarding programme shows reps scoring 35% higher on product knowledge after training, and their managers report a 75% increase in product feature discussions with clients.

Team Member Development & Promotion Rate
How many of your direct reports are progressing in their careers, either through formal promotions or increased responsibilities.
Target · At least one direct report ready for promotion (e.g., L2 to L3) within 18 months, or taking on significantly more complex work.

One of your mid-level designers, after your coaching, successfully leads a complex, multi-module programme and is promoted to Senior Instructional Designer.

Learning Programme Adoption Rate
The percentage of targeted learners who actually complete key learning programmes designed by your team.
Target · Achieve >85% completion rate for mandatory programmes and >60% for optional, recommended pathways.

For the new compliance training, 92% of the required staff finished it within the deadline. For the optional 'Leadership Fundamentals' pathway, 65% of eligible managers enrolled and completed it.

Stakeholder Satisfaction with Team's Output
How happy our business partners are with the quality, relevance, and impact of the learning solutions your team provides.
  • They'll be proactively reaching out to your team for new projects, rather than you chasing them. You'll hear positive feedback directly from them, and they'll champion your team's work to senior leadership. They'll also be willing to allocate their own team's time for SME input, which honestly, is a huge win.
Team Morale & Engagement
The overall happiness, motivation, and sense of purpose within your Instructional Design team.
  • Low attrition rates in your team. Active participation in team meetings, with people feeling comfortable sharing ideas and challenges. You'll see your team members supporting each other, and they'll tell you they feel valued and challenged (in a good way!).
Quality of Design Standards & Methodologies
How consistently your team applies best practices, and how well our internal design standards are maintained and evolved.
  • New designers can quickly pick up our internal guidelines and produce consistent work. Your team's projects will have a recognisable 'look and feel' and a consistent pedagogical approach. You'll be seen as the go-to person for what 'good' learning design looks like here.
Strategic Alignment of Learning Portfolio
How well the learning projects your team works on directly support the broader business strategy and critical skill gaps.
  • Your team's project pipeline clearly maps back to company OKRs or strategic initiatives. You'll be invited to strategic planning meetings, not just handed a brief. You'll be able to articulate exactly why each major project is important to the business.

7Would you like it

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

What people enjoy
Building and Growing a Team

You'll spend a good chunk of your day in 1-to-1s, coaching sessions, and providing feedback on design documents. You'll get a buzz from seeing your team members master new skills or successfully lead a complex project.

A junior designer you've mentored for six months delivers their first end-to-end course with minimal supervision, and you feel a real sense of pride in their accomplishment.

Seeing Strategic Impact

You'll be in meetings with senior leaders, discussing how learning can solve real business problems. You'll be looking at data, not just course completions, but how learning programmes are affecting sales numbers, customer satisfaction, or employee retention.

After launching a new leadership development programme, you see a measurable improvement in manager effectiveness scores across the organisation, directly linking back to your team's work.

Solving Complex Organisational Learning Challenges

You'll be wrestling with big, messy problems like 'How do we upskill our entire sales force on a new product line in three months?' or 'How do we create a consistent onboarding experience for a globally distributed team?' These aren't simple 'build a course' requests.

You successfully design and implement a blended learning journey for a critical digital transformation, getting buy-in from multiple departments and seeing high adoption rates and positive feedback.

What frustrates people
  • Being treated as an 'order taker' by senior leadership, who just want you to 'put this PowerPoint online' without proper analysis.
  • Constant firefighting due to unmanaged stakeholder expectations or last-minute 'urgent' requests that derail your team's plans.
  • Struggling to get buy-in or resources to measure the real business impact (Kirkpatrick Levels 3 & 4) of your team's programmes.
  • Dealing with internal politics or conflicting priorities from different departments, making it hard to get consensus on learning solutions.
  • Having to manage difficult conversations with underperforming team members, or mediating conflicts within the team.
  • Lack of budget for new learning technologies or external content, forcing your team to make do with suboptimal tools.
What this role does not give you
  • A purely individual contributor role where you spend 100% of your time designing and developing content.
  • A quiet, predictable environment with no urgent demands or shifting priorities.
  • Unlimited resources or budget to pursue every learning idea.
  • A role where you don't have to deal with people management challenges or team dynamics.

8Who you work with

This role is central to our company's capability development. Your team's work directly translates into how well our employees understand new systems, adopt new processes, and develop critical skills. Get it right, and we're a more productive, adaptable workforce. Get it wrong, and we're wasting time and money on training that doesn't stick, leading to performance gaps and missed business objectives. You're essentially building the engine that powers our people's growth.

Inside the business
  • Director, Learning & Development
  • Heads of Department (Sales, Product, Engineering, HR)
  • HR Business Partners
  • Subject Matter Experts (SMEs) across all functions
  • Senior Leadership Team
Outside the business
  • Learning Technology Vendors
  • External Content Providers
  • Industry Bodies (e.g., Learning & Performance Institute)

9What you need before you start

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

  • Extensive experience (10+ years) as a Senior Instructional Designer or Learning Experience Architect, demonstrating a track record of leading complex, large-scale learning projects.
  • Proven ability to mentor junior designers, provide constructive feedback, and informally lead project teams.
  • Strong understanding of adult learning principles and instructional design methodologies, with practical experience applying them to real-world business challenges.
  • Demonstrable experience managing stakeholder relationships, including senior leaders, and influencing decisions without direct authority.
  • A portfolio showcasing a range of impactful learning solutions, not just e-learning, but blended programmes, job aids, and performance support tools.
  • Experience working with a Learning Management System (LMS) or Learning Experience Platform (LXP), including reporting and content deployment.

10What to practise next

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

Learning Analytics & Data Science Leadership

Moving beyond basic completion reports, L&D is becoming more data-driven. You'll need to lead the charge in using advanced analytics to not only prove impact but also predict future learning needs and personalise experiences. This means understanding the 'what' and 'why' of learning data.

xAPI & Learning Record Stores (LRS) · Predictive Analytics for Learning · Data Visualisation for Impact · Ethical Data Use

  • This quarter: Take an online course on learning analytics fundamentals. Understand xAPI basics.
  • Next quarter: Work with your team to identify 2-3 key business metrics that learning programmes could influence. Brainstorm how to measure this.
  • Month 6: Lead a project to integrate xAPI tracking into one of your team's key learning programmes.
  • Month 9: Develop and present a 'learning impact' dashboard to a senior stakeholder, linking learning data to business outcomes.

Quick win: Start digging deeper into your LMS's existing reporting features. Can you combine completion data with performance data from another system? Even basic correlations can be insightful.

AI-Powered Content Curation & Generation Oversight

AI tools are rapidly transforming how we create and curate learning content, from generating first drafts to summarising complex documents. As a manager, you'll need to set the strategy for how your team uses these tools effectively and ethically, ensuring quality and consistency.

Prompt Engineering for Learning · AI Content Validation · Ethical AI Use in L&D · Workflow Integration

  • This quarter: Encourage your team to experiment with AI tools (e.g., ChatGPT, Claude) for drafting content or summarising documents. Set up a shared 'prompt library'.
  • Next quarter: Develop internal guidelines for ethical and effective AI use in content creation, focusing on quality control.
  • Month 6: Lead a workshop for your team on advanced prompt engineering techniques specific to instructional design.
  • Month 9: Evaluate the productivity gains from AI use across your team and present findings to the Director, advocating for further investment.

Quick win: Start using AI to draft email communications or meeting summaries. Encourage your team to use it for brainstorming ideas or outlining content. It's about getting comfortable with the technology.

11Staying current once you are in

What people here do to keep up
  • Regularly attend industry conferences (e.g., Learning Technologies, ATD International Conference) to stay current with trends and network with peers.
  • Participate in online communities or forums for L&D professionals and managers to share best practices and solve common challenges.
  • Read leading books and articles on instructional design, adult learning, team leadership, and talent development.
  • Seek out mentorship from senior L&D leaders or executive coaches to refine your leadership and strategic skills.
  • Contribute to the L&D community by speaking at events, writing articles, or leading workshops—this helps you solidify your expertise.

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.

Adaptive Learning Systems Design & Strategy

Personalised learning is no longer a luxury; it's an expectation. AI-powered adaptive platforms can tailor content and pathways to individual learners, making learning far more efficient and effective. As a manager, you'll need to strategise how to implement and manage these systems.

  • Learner Profile Modelling
  • Algorithmic Content Curation
  • Branching & Personalised Pathways
  • Feedback Loop Optimisation

XR/Metaverse Learning Strategy

Virtual Reality (VR), Augmented Reality (AR), and the broader 'metaverse' are moving beyond gimmicks into serious training tools, especially for complex, high-risk, or hands-on skills. As a manager, you'll need to understand when and how to integrate these immersive technologies into your learning portfolio.

  • Immersive Content Design
  • Hardware & Software Ecosystems
  • Psychology of Immersion
  • ROI for Immersive Learning

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • ADDIE & SAM Methodologies (Strategic Application)
  • Kirkpatrick's Four Levels of Evaluation (L3/L4 Design)
  • Adult Learning Theory (Andragogy) Application
  • Performance Consulting & Needs Analysis
  • Learning Experience Design (LXD) Principles

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 Instructional Designer

    3-5 years (from Senior ID to Manager)

    Skills to master

    • Leading complex projects end-to-end, mentoring junior designers, managing difficult stakeholders, proving learning impact beyond Level 2.

    You're ready to move on when

    • You're the 'go-to' person for complex design challenges on your current team.
    • You've informally mentored 2-3 junior designers and they've shown growth.
    • You consistently deliver projects on time and budget, even with shifting requirements.
    • You're often asked to present your project's progress or outcomes to senior stakeholders.
  2. 2

    Learning Experience Architect / Lead ID

    2-4 years (from Architect to Manager)

    Skills to master

    • Designing multi-faceted learning programmes, setting design standards, influencing broader learning strategy, potentially managing small project teams.

    You're ready to move on when

    • You've designed entire learning curricula or blended programmes, not just individual courses.
    • You're responsible for setting design standards and templates for a larger team.
    • You're actively involved in strategic discussions about the future direction of learning within your organisation.
    • You've demonstrated an ability to lead without formal authority, influencing peers and senior leaders.
  3. 3

    L&D Project Lead / Programme Manager (Non-ID specific)

    3-6 years (from Project Lead to ID Manager)

    Skills to master

    • End-to-end project management, stakeholder management, vendor management, budget oversight, and a solid understanding of the learning development lifecycle.

    You're ready to move on when

    • You've successfully managed multiple L&D projects from inception to evaluation, on time and within budget.
    • You're adept at managing cross-functional teams (even if not direct reports) and external vendors.
    • You've consistently delivered programmes that meet business objectives and stakeholder expectations.
    • You've developed a strong understanding of instructional design principles and methodologies through your project work.

15Where this role leads

The long view: This role can lead to senior learning leadership, deep technical specialism in instructional design, or a move into broader HR roles.

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, Instructional Design is actually changing.

Where it leads

Roles this leads to

Also named as a next step, with no page in the catalogue yet:

  • Principal Learning Architect (Individual Contributor Path)

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 User Experience and Interface Design, worked against Manager, Instructional Design.

User Experience and Interface Design Level 5

Applied to your work in Manager, Instructional Design

The objective of this unit is to enable learners to research, plan, build, and evaluate user interfaces, considering user experience principles and end-user requirements. Learners will create a user experience map, design and build a user interface concept, and use user feedback to improve the design.

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.

Start my Manager, Instructional Design plan, free
See Your Progress Grow Illustration
Manager, Instructional Design
  • ADDIE & SAM Methodologies (Strategic Application)
  • Kirkpatrick's Four Levels of Evaluation (L3/L4 Design)
  • Adult Learning Theory (Andragogy) Application
  • Performance Consulting & Needs Analysis
  • Learning Experience Design (LXD) Principles
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, Instructional Design is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Director, Learning & Development

    3-5 years (from Manager to Director)

    L6

    • Learning Ecosystem Architecture Designing and managing the entire suite of learning technologies and content providers.
    • Strategic Vendor Management Negotiating and managing relationships with key external learning partners.
    • Talent Analytics & Reporting (Executive Level) Interpreting complex talent data for strategic decision-making.
    • Global Learning Strategy Developing and implementing learning programmes that work across diverse international markets.

  2. Principal Learning Architect (Individual Contributor Path)

    3-5 years (from Manager to Principal IC)

    L5/L6 (Equivalent to Director in influence, not direct reports)

    • Advanced Learning Technology Integration Designing and overseeing the integration of complex learning systems and data architectures.
    • Learning Experience Research Conducting user research, A/B testing, and experimental design to optimise learning effectiveness.
    • Curriculum Design (Enterprise-wide) Designing the overarching structure for all learning within the organisation, ensuring coherence and progression.
    • Thought Leadership (Internal & External) Publishing white papers, speaking at conferences, and driving innovation in learning design.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, as a manager, your plate is always full. You're juggling team development, stakeholder demands, and project oversight. But what if you could claw back significant time, not just for yourself, but for your entire team? AI isn't about replacing designers; it's about making them (and you) incredibly more productive.

We're building an internal AI Productivity Hub specifically for L&D. It's a collection of tools and workflows designed to take the grunt work out of instructional design and management, freeing up your team to focus on the truly creative and strategic stuff. Think of it as having an intelligent assistant for every part of your day.

Automated Project Scoping & Briefing

Feed initial requests, existing documentation, and stakeholder notes into our AI. It'll generate a first-draft project brief, suggest key learning objectives, identify potential SMEs, and even estimate initial timelines. This cuts down the 'discovery' phase significantly, getting your team to design faster.

Team Performance & Workload Insights

Our AI can summarise project statuses across your team, identify potential bottlenecks before they become problems, and even forecast future workload based on incoming requests. Imagine getting a daily digest that highlights who might need support or where a project is at risk, saving you hours of manual tracking.

Standardisation & Quality Control

Use AI to automatically check your team's content against our brand guidelines, tone of voice, and even pedagogical consistency. It can flag areas where a module deviates from our established standards, ensuring a consistent learner experience without you having to manually review every single slide or script.

Curriculum Mapping & Gap Analysis

Provide the AI with our company's skill taxonomy and existing learning content. It can then suggest optimal learning pathways, identify content gaps, and even propose new module ideas to address emerging skill needs. This helps you build a truly strategic learning portfolio, not just a collection of courses.

Common questions

Common questions

How do you become a Manager, Instructional Design?

Common routes in include Senior Instructional Designer (3-5 years (from Senior ID to Manager)), Learning Experience Architect / Lead ID (2-4 years (from Architect to Manager)) and L&D Project Lead / Programme Manager (Non-ID specific) (3-6 years (from Project Lead to ID Manager)). Times vary with prior experience.

Where can a Manager, Instructional Design progress to?

This role can lead on to Director, Learning & Development (3-5 years (from Manager to Director)) and Principal Learning Architect (Individual Contributor Path) (3-5 years (from Manager to Principal IC)), depending on the skills you build.

What new skills matter most for a Manager, Instructional Design?

Increasingly, Adaptive Learning Systems Design & Strategy and XR/Metaverse Learning Strategy. 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 learning and development

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

The skills built in this role transfer well to other sectors, including finance, healthcare, manufacturing and consulting. This applies especially to those who specialise in digital learning transformation or performance consulting. Good learning design works the same way across industries.

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 Manager, Instructional Design 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.