In 1996, 62.1% of Japan`s collective agreements included a trade union rule.  In 1999, 60% did so.  Other forms of union security agreements, such as the closed store and the agency shop, are extremely rare.  The alliances of the International Labour Organization do not deal with the legality of closed store rules and leave the issue to each nation.  The legal status of commercial contracts concluded varies considerably from country to country, from prohibitions of the agreement to comprehensive regulation of the agreement to an unmentioned agreement. Article 7, Section 1 of Japan`s Trade Union Act 1949 expressly authorizes the negotiation of trade union-shop provisions, provided that the union represents the majority of workers on the site. However, Article 28 of the Japanese Constitution protects freedom of association. The Japanese courts have fought against the two opposing legal values and have found that the right to organization is greater than the right to freedom of association.  However, the Tribunal has set five conditions for the adoption of a unionization agreement: Union representatives who are the subject of a trade union enterprise agreement may ask the NRL to organise a «deauthorization choice» so that all employees of the collective agreement unit can vote to decide whether the clause remains in force.
Such a procedure does not exist under the RLA. All forms of closed trade in the UK are illegal after the introduction of the Employment Act in 1990. They were further reduced under Section 137 (1) (a) of the Trade Union and Labour Relations (Consolidation) Act 1992 (approximately 52) , which was passed at the time by the Conservative government. The then-opposition Labour Party had supported closed operations until December 1989, when it abandoned the policy in accordance with EU law.  Equity was one of the last unions in the United Kingdom to have declared a store closed before entry until the 1990 Act.  The U.S. government does not authorize the union shop in any federal authority, whether state law permits it or not. The Labor Management Relations Act of 1947 (aka the Taft-Hartley Act) made the closed store illegal in the United States. Subsequently, the union shop was also deemed illegal.
 The Supreme Court of Pattern Makers v. NLRB, 473 U.S. 95 (1985), also ruled that a union member could leave the union at any time without notice, allowing him to work during a strike without sanctioning the union.  In accordance with the National Labor Relations Act (NLRA), as amended by the Taft-Hartley Act and the Supreme Court in Communications Workers of America/Beck, a union security contract legally authorizes non-members to collect only the fees and taxes necessary to fulfill their obligations as representatives of collective agreements, the so-called agency fees.  In June 2018, the mandatory payment of agency fees for non-union public sector workers was declared unconstitutional in Janus against AFSCME v. AFSCME. The agency commission is the part of union taxes that results from the cost of representing workers in collective bargaining and providing services for all workers represented, but not, with some exceptions, the political activities of the union or the organization of workers from other employers. Additional restrictions apply to unions under the Railway Labour Act (RLA) and unionized government employees.
Under the NRL, the union can only require contributions to be paid for periods during which a worker is covered by a collective agreement with an existing enterprise contract. A union enterprise agreement cannot be retroactive to a period prior to the performance of the contract. The union must not require a worker to be dismissed because he or she has not paid extraordinary taxes that are not part of regular and uniformly imposed taxes.