Employers are increasingly focused on improving employee resilience and providing meaningful coverage for evidence-based mental health and substance use disorder treatment for those in need. However, Business Group members are concerned that the MHPA and MHPAEA, as currently interpreted in agency guidance, may not accommodate plan design features that promote clinical effectiveness, efficiency, and value-based benefit design and may encourage inappropriate, unnecessary, and poor-quality care. This result would run contrary to our members’ goal of controlling the overall costs of health care so they can continue offering comprehensive employer-sponsored group health plan coverage. Therefore, the Business Group supports regulations and guidance that focus not only on parity but also on encouraging benefit designs that promote clinical effectiveness, efficiency, and value-based benefit design.
Mental Health Parity: Do Your Plans Have Red Flags?
This webinar provides an overview of the DOL’s “red flags” guidance for group health plans and features mental health parity experts who discuss \options to reduce risk and help assure compliance.
Public Policy Alert: More Agency Guidance on Mental Health Parity
This Public Policy Alert details recent agency guidance on the MHPAEA and non-quantitative treatment limitations.
Agencies Issue Final Regulations Implementing Mental Health Parity and Addiction Equity Act of 2008
This Public Policy Alert provides an overview of the most recent MHPAEA regulations.
Mental Health and Emotional Well-being: A Call to Action for Employers
This publication outlines the major challenges to addressing mental health and emotional well-being of the workforce that employers have articulated through Business Group benchmarking, several solutions that have seen success for many employers, and a call to action for making mental health and emotional well-being a priority in 2017 and into the future.