• Australia: Australia's Fair Work Commission (FWC) issued a landmark decision advancing gender pay equity in the health and social care sectors. It found that the longstanding undervaluation of care and early childhood education work was driven by historical gender-based devaluation. The Commission ordered significant wage increases to correct this injustice.

• New Zealand: The government's decision to gut pay equity laws and cancel claims was introduced under urgency—without prior signalling during the election campaign and without Parliamentary select committee review. This undemocratic process has made it nearly impossible for new claims to proceed. The 2023 rollback of Fair Pay Agreements erased hard-won progress. But unions continue to resist.

• EU Pay Transparency Directive: The EU took a step forward by introducing new rules to reinforce equal pay through transparency. However, transparency alone does not close pay gaps. The directive demands disclosure but not meaningful action. Employers can delay implementation until 2026 and face weak enforcement.

All Arab countries have laws on equal pay, the challenge for trade unions is to ensure application of these laws.

• Yemen: Article 4 of the Yemeni Labour Law prohibits wage discrimination based on gender, race, language, religion, political opinion, or social origin. It guarantees women the same pay as men for the same job under the same conditions, consistent with the constitutional principle of equal opportunity.

• Tunisia: Tunisian labour law prohibits wage discrimination based on gender, race, or religion, and enshrines the principle of "equal pay for work of equal value." Under Organic Law No. 58 of 2017, wage discrimination is penalised with fines up to two thousand dinars.

• Morocco: Article 346 of Moroccan labour law explicitly bans wage discrimination between genders when the work is of equal value. The law mandates minimum wage compliance and wage payments in local currency, and includes provisions for seniority allowances.

• Colombia: Law 1496 of 2011 enforces the principle of equal pay for work of equal value. It prohibits discriminatory practices, requires wage audits and record-keeping, and imposes strict penalties on non-compliant employers. The law applies to both public and private sectors, but its implementation through collective agreements in the public sector remains limited due to regulatory constraints.

• Ecuador: In 2024, Ecuador passed an Equal Pay Law that, while recognising the importance of revaluing women's work, focuses only on eliminating barriers. It lacks provisions for participation of labour stakeholders through social dialogue or collective bargaining. Public sector unions argue that the absence of wage bargaining mechanisms is the greatest obstacle to closing the gender pay gap. This law appears more rhetorical than transformative.

• Brazil: With Law 14,611/2023, Brazil strengthened its constitutional guarantee of "equal pay for equal work" by requiring employers to publish biannual Salary Transparency Reports including anonymised data by gender, race, and age. The law imposes steep penalties (up to 10× the discriminatory salary, doubled for repeat offences), mandates remediation plans involving unions, and requires companies to take action. In early 2025, Brazil released its third Equal Pay Report, established a monitoring committee under the National Plan for Equal Pay, and published a collective bargaining guide for integrating equal pay clauses in union agreements.