Navigating mental health parity requirements is an important aspect of managing group health plan compliance responsibilities, and employers face challenges adhering to those requirements as reflected in the Mental Health Parity and Addiction Equity Act (MHPAEA). The challenges under the MHPAEA include determining how to provide parity between mental health/substance use disorder benefits and medical and/or surgical benefits concerning a plan’s financial cost-sharing requirements, treatment limitations and other restrictions or limitations (e.g., medical management standards, drug formulary, network design, plan exclusions, etc.).
