Who We Are

We are a firm of UK based specialist Employment Law Solicitors who represent a broad range of employees in Tribunal claims from junior workers through to senior executives.

Got The Boot is the online trading name of Morris Legal (Solicitors) Ltd based in Solihull, West Midlands, a niche firm of Employment Law Solicitors. Dean Morris, Senior Partner, has over 22 years experience as a Solicitor successfully representing Claimants in thousands of Employment Tribunal claims achieving the best possible outcome for his many satisfied clients.

The Next Step

If you are looking for a No Win Fee Employment Law Solicitor to represent you, we need to assess the merits of your potential claim which we are normally happy to do free of charge.

There are three options to move things forward if you are looking to bring a Tribunal claim:

Option 1 – Priority No Win No Fee Employment Claim Assessment Form

Please fill in the detailed assessment form below or our shorter Contact Form to get the process started.

Option 2 – Callback Request

Please fill in the brief Contact Form with your telephone number and let us know an appropriate time to call you back.

Option 3 – Call Us on 0800 612 9509.

Our Fees

We are happy to offer free employment law advice and a free initial assessment of your case.

There are three methods of funding our fees for bringing your claim, they are:

  • No Win No Fee;
  • Hourly Rate or;
  • Legal Expenses Insurance.
  • No Win No Fee 
    Subject to a favourable assessment of the merits and depending upon the value of your claim, we may offer to represent you on a No Win No Fee basis.

Dean was really friendly and helpful throughout my case, always responded quickly to emails would highly recommend this firm of solicitor


Dean took on my case on a no win no fee basis . The service throughout has been excellent and I’m extremely happy with my settlement!


I recommend Dean Morris of Morris Solicitors to everybody. He helped me in every way that he could in this case

Martin Williams

Employment Law – No Win No Fee

Employment law can be a complicated area of law to fully understand. To help you decide if you have a valid claim, we have produced a free Employment Law Reference Guide that gives a brief overview of the most common areas.

However, you should always seek the advice of a specialist employment law solicitor before issuing a Tribunal claim or instigating the ACAS Early Conciliation process.

Why use a Specialist No Win No Fee Employment Law Solicitor?

Certified Experience

We have over 20 years of experience successfully representing Claimants in thousands of Employment Tribunal claims, achieving the very best of results possible for our clients.

Expert Advice

We are niche specialist Employment Law Solicitors offering expert Employment Law advice and Employment Tribunal representation to Claimants residing across the UK.

No Win No Fee

We practice a genuine No Win No Fee policy if your case has sufficient merit. No hidden fees and we do not expect you to pay large barristers fees for representation win or lose.

Positive Testimonials

You are free to see for yourself the positive testimonials and feedback we have received over the years; we strive to do our utmost for our clients at all times.

Free Assessment

We offer free employment law advice and a free initial assessment of your case. We often take on and frequently succeed in cases where a Union or Insurer has previously declined to take it.


We are regulated by the Solicitors Regulation Authority to whom you have the right to complain; We are members of the Employment lawyers Association; We have professional indemnity insurance in place up to £3Million. We have a proven track record at what we do.

The Next Step

If you are looking for a No Win Fee Employment Law Solicitor to represent you, we need to assess the merits of your potential claim which we are normally happy to do free of charge.

Get In Touch

Fill in our quick form and one of our employment law experts will contact you to discuss how we can help you

Latest Employment Law News


Evidence about 'protected conversations' in an unfair dismissal case?

Yes, if the date of termination is in dispute, held the EAT in Basra v BJSS Limited. Pre-termination discussions between employer and employee are protected under section 111A Employment Rights Act 1996 and cannot therefore usually be referred…

EAT upholds finding of direct discrimination because of perceived disability

In Chief Constable of Norfolk v Coffey the EAT has upheld the decision of an employment tribunal that a police officer, who was turned down for a transfer to the Norfolk Constabulary because her hearing loss was marginally below the medical…

(ET1) Claim Form - Amending a Tribunal claim to add a new claim - right to argue a time point remains

Is the employment tribunal required, when deciding whether to give permission to amend a claim to add a new claim which may be out of time, to decide the ‘time point’? Not necessarily, according to the EAT in Galilee v Commissioner…

Good news for employee backdated holiday pay claims

In King v The Sash Window Workshop Ltd and anor, the European Court of Justice has held that the means of enforcing the right to paid holiday under the Working Time Regulations 1998 SI 1998/1833 is incompatible with the EU Working Time Directive…

Can an employer rely on parts of without prejudice or protected conversations?

Can a Respondent employer rely on parts of a 'without prejudice discussion', or protected conversation, whilst at the same time using the rules as a shield? No, held the EAT in Graham v Agilitas IT Solutions Ltd. The Claimant was facing…

Giving false reason for dismissal was breach of the implied term of mutual trust and confidence

Employment tribunal was wrong to reject the wrongful constructive dismissal claim In Rawlinson v Brightside Group Ltd, the EAT has held that an employment tribunal was wrong to reject the wrongful constructive dismissal claim of an employee…

Orthodoxy restored on discrimination burden of proof and is on the Claimant

In Ayodele v Citylink Ltd and anor, the Court of Appeal has held that the burden of showing a prima facie case of discrimination under S.136 of the Equality Act 2010 remains on the claimant. This provision made no substantive change to the law…

Worker Status: Uber Drivers are 'Workers'

EA Dismisses Uber Appeal against Employment Tribunal Decision In Uber BV and ors v Aslam and ors, the EAT has dismissed Uber’s appeal against the employment tribunal’s decision that its drivers are ‘workers’ within the meaning of S.230(3)(b)…

Working Time: Workers can work 12 consecutive days without a Weekly Rest Break

Does the EU Working Time Directive allow for weekly rest for a worker of 24 hours to be given at any point in a 14-day period? Yes, held the European Court of Justice in Maio Marques da Rosa v Varzim Sol. The case arose from a redundant casino…
© Copyright - Morris Legal (Solicitors) Ltd - Our site is managed by Online Marketing & SEO Company in Birmingham - Soar Online