The Commission would have heard evidence and made a pay equity determination by adopting one or other side's final offer on each provision of the claim, taking into consideration the pay equity report and the submissions and evidence of the parties. It would also have decided on the implementation method and timing, on which matters the Government could be heard. Some claims were made in the few months of the legislation's existence, but none reached the full assessment stage. The Commission had started work on a generic job evaluation scheme, designed to be gender neutral and able to be adapted to specific needs. This was completed after repeal of the Act and is available under the title Equity at Work.
Some overseas jurisdictions have equal value or pay equity legislation or administrative procedures.
A large number of state governments in the United States have implemented pay equity plans for their own workforce, while some Canadian states have legislation covering the private sector. In Ontario, all employers with more than 100 employees must implement pay equity plans, negotiated with the relevant collective bargaining agents. With the repeal of the Employment Equity Act in New Zealand, the Equal Pay Act, as amended by the Employment Contracts Act, continues to govern this area. Individual complaints can now be taken to either the Human Rights Commission or the Department of Labour, rather than just the latter. The efficacy of the Act in the new industrial relations environment has not yet been tested.