Back to: 2 – Mental Health Parity
Explore the Nuts and Bolts of the CAA, including MHPAEA
Self-Compliance Tool for the Mental Health Parity and Addiction Equity Act (MHPAEA). The Self-Compliance Tool is a set of questions and examples to help employers assess whether their plans are in compliance with the federal mental health requirements.
DOL Mental Health Resources for Employers If you are an employer or plan service provider with questions on complying with the law, you can take advantage of the resources the Department of Labor’s Employee Benefits Security Administration has to help you with Mental Health Awareness.
The FY 2022 MHPAEA Enforcement Fact Sheet summarizes EBSA’s and CMS’s closed investigations and public inquiries related to MHPAEA during fiscal year (FY) 2022 to better inform the public of EBSA’s and CMS’s enforcement of MHPAEA.
Employers who do not already have a provider to analyze and make recommendations on compliance with MHPAEA may consider evaluating and contracting directly with a Third-Party Provider. Providers below are shared in alphabetical order and have no affiliation with HPfid. Note that the MHPAEA analysis is primarily required of Plan Sponsors of Self-funded and some Level-funded plans. Fully insured plan sponsors should be aware of this, but likely their carrier will analyze this and make adjustments as needed.
Ballar Spahr, Health and Welfare Plans Practice
CXC Solutions, Mental Health Parity