Collective agreements can only be made compulsory if the agreement itself already covers a clear majority of employers and workers in the sector.  It is interesting to note that the Minister will consider unsealed workers in calculating the volume of the original agreement. Although they are not strictly bound by the collective agreement, they are considered to be registered by the collective agreement. Because inter-professional agreements are almost automatically declared of general application, most workers are somehow tied to a collective agreement. It is therefore essential to examine in more detail the limitations of the collective agreement law and its relationship to the individual contract. If you run a business in the Netherlands, you may need to work with a collective agreement (Collectieve Arbeidsovereenkomst, CAD). CAOs are collective agreements between employers (or employers` organizations) and unions on wages and other conditions of employment. The right to access justice is guaranteed by both the Dutch Constitution and international conventions that bind the Netherlands. However, this right can be waived, for example.
B by voluntary submission to arbitration. Dutch law, which considers arbitration awards fairly favourably, does not set any specific requirements as to the form in which the right of access should be waived.  Arbitration clauses in the terms and conditions of sale are considered binding, as are arbitration clauses in the organization`s statutes. The same preference for arbitration also applies to labour disputes. In general, Dutch law allows parties to an employment contract to submit their disputes to other modes of dispute resolution, including arbitration.  This also applies to cases based on Article 7: 685 BW. Contracting parties have the right to request the termination of the employment contract at any time. This invalidates all provisions that prevent or delay such measures, not those that simply alter the location of such a measure.