OF course zero hours contracts (comment August 2929th Aug) are no use to anyone who is relying on them to provide their main source of income; but there are several circumstances where they can be helpful to both employer and employee.

Many employers have fluctuating demands for labour – such as the seasonal holiday and catering trades; some are for special occasions or events – such as weddings and other celebrations; and some are for certain times – such as evenings and weekends for restaurants and clubs.

There is also the need to cover for sickness and holidays of full-time workers – particularly in the delivery of nursing and social care.

Many people are looking for some ‘extra cash’, so appreciate the ability to pick up a few hours, days or weeks of employment that meets the needs of the types of employer described above – and suits their lifestyle.

Some are students, some may have family commitments that preclude full-time working, and some may be able to work only in the evenings or at weekends.

So, it is wrong to condemn all forms of zero hours contracts outright. Certainly, any employer that demands an employee to be available for their exclusive employment, at any time they may choose, deserves approbation – and it is this type of contract that I understand has been outlawed by the recent legislation.

MALCOLM MORRISON Prospect Hill, Swindon