The Mental Health Parity and Addiction Equity Act (MHPAEA) ensures mental health and substance use disorder benefits are treated no less favorably than medical/surgical benefits in group health plans. Employers must ensure compliance with parity rules, which regulate copayments, deductibles, visit limits, prior authorizations, and medical necessity criteria.
Mala M. Rafik of Rosenfeld & Rafik explores MHPAEA's requirements, practical implications for employees, and key compliance tips for employers, excerpted from MCLE's 3/21/2024 live webcast: Understanding How the Mental Health Parity & Addiction Equity Act Impacts Employer Benefits. The full program is available as an on-demand webcast or an MP3 here. Get 24/7 instant access to hundreds of related eLectures like this one—and more—with a subscription to the MCLE OnlinePass. Learn more at www.mcle.org/onlinepass and start your free trial today!