This is the last in a four-part series from MZQ Consulting Benefits Compliance that examines the long and ongoing journey to achieving better outcomes for mental health and addiction in the U.S. health care systems. The Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA) is a federal law that generally prevents group health plans and health insurance issuers that provide mental health and substance use disorder (MH/SUD) benefits from imposing less favorable benefit limitations on those benefits than on medical/surgical coverage.
As easy as that is to articulate, achieving those objectives continues to be challenging. In particular, it can be daunting and confusing for employers and plans to understand and to report on, especially since the process seems to be ever-changing.
In the previous articles in this series, we've discussed the MPHAEA, NQTLs, and some obstacles and solutions encountered by plan sponsors who must comply with reporting regulations. In part four, we will attempt to explain the actual process. How will plan sponsors and employers go about actually doing what is necessary? Will they try it themselves? Will they assume someone else will do it on their behalf? Will they proactively reach out to experienced vendors with a proven track record of success? It could be any of those options, but no employer should dismiss the fact that this is a requirement and that there are repercussions for non-compliance.
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