The Department of Labor (DOL) has provided new resources to promote compliance with the Mental Health Parity and Addiction Equity Act (MHPAEA), including an updated self-compliance tool. The DOL has also identified examples of nonquantitative treatment limitations (NQTLs) that may violate the MHPAEA.
The MHPAEA requires parity between mental health and substance use disorder (MH/SUD) benefits and medical and surgical benefits.
Employers should work with their issuers and benefit administrators to confirm that their health plan’s coverage of MH/SUD benefits complies with the MHPAEA, including any NQTLs. Employers should consider using the DOL’s resources to understand the MHPAEA’s requirements and review their plan designs.