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Employer Questions and Answers about the Mental Health Parity Act
Questions:
- Is there a separate effective date for collectively bargained plans?
- If a State has its own parity law that is more liberal than MHPA (i.e.,
requires more favorable treatment of mental health benefits), which law takes precedence?
What effect do State mandated benefits laws have if they do not require parity but do
mandate mental health benefits?
- Does MHPA require all group health plans to provide mental health benefits?
- May group health plans impose other restrictions on mental health benefits and
still be in compliance with the MHPA?
- Do all group health plans offering mental health benefits have to meet the
parity requirements?
- How does a group health plan qualify for an exemption under the one percent
cost provision?
- For how long is the exemption granted?
- What kind of costs can be used in making this one percent increased cost determination?
- If a group health plan claims an exemption, what ensures that the cost
information is accurate?
- Who enforces the law?
- Must self-funded nonfederal governmental plans comply with MHPA?
- Will the names of group health plans claiming the one percent exemption be
published? Can the public obtain the supporting cost data of those plans that claim the
exemption?
- Do all group health insurance policies have to include parity?
- How can I learn more about the MHPA?
Answers:
- 1) Is there a separate effective date for collectively bargained plans?
- No. MHPA is effective for plan years beginning on or after January 1, 1998, regardless of
when the plan is collectively bargained.
- 2) If a State has its own parity law that is more liberal than MHPA (i.e., requires more favorable
treatment of mental health benefits), which law takes precedence? What effect do State mandated benefits
laws have if they do not require parity but do mandate mental health benefits?
- A State law that requires more favorable treatment of
mental health benefits under health insurance coverage offered by issuers (generally, health insurance
companies) would not be preempted by the provisions of MHPA and the interim rules. Generally, group
health plans must comply with the Federal parity requirements, but issuers are subject to State law. The
combined effect of Federal and State rules will vary from State to State. You should contact your State
insurance commissioner's office for information about parity and State laws mandating that
mental health benefits be included in the plan.
- 3) Does MHPA require all group health plans to provide mental health benefits?
- No. Group health plans are not required to include mental
health coverage in their benefits packages. The requirements under MHPA apply only to group health plans
offering mental health benefits. Also, parity does not apply to any policies sold in the individual
market.
- 4) May group health plans impose other restrictions on mental health benefits and still be in
compliance with the MHPA?
- Yes. The law does not affect the terms and conditions
(such as cost sharing, limits on numbers of visits or days of coverage, and requirements relating to
medical necessity) relating to the amount, duration, or scope of mental health benefits.
- 5) Do all group health plans offering mental health benefits have to meet the parity
requirements?
- No. There are two exemptions from the parity requirements.
The mental health parity requirements do not apply to small employers who have between 2 and 50
employees or to any group health plan whose costs increase one percent or more due to the application of
the parity requirements.
- 6) How does a group health plan qualify for an exemption under the one percent cost provision?
- Generally, plans must implement parity for the first
plan year beginning on or after January 1, 1998, but may
claim an exemption from parity if, based on at least six
months actual data, a plan has experienced a one percent
or more cost increase. Increased costs do not include
premium payments.
- The exemption is not effective until 30 days after the plan
notifies participants and beneficiaries of the
plan's decision to claim the one percent
increased cost exemption. Plans also must send a copy of
the notice to the government.
- A group health plan that is a church plan must furnish the
notice to the Department of the Treasury. A group health
plan subject to Part 7 of Subtitle B of Title I of ERISA
must furnish the notice to the Department of Labor. A
group health plan that is a nonfederal governmental plan
must furnish the notice to the Department of Health and
Human Services.
- In addition, to claim the one percent increased cost
exemption, a plan (or issuer) must make available to
participants and beneficiaries (or their
representatives), on request and at no charge, a summary
of the information required to support the
exemption.
- 7) For how long is the exemption granted?
- The group health plan exemption continues in effect (at the
plan's discretion) until September 30, 2001, even
if the plan subsequently purchases a different policy
from the same or a different issuer and regardless of
any other changes to the plan's benefit structure.
- 8) What kind of costs can be used in
making this one percent increased cost determination?
- The costs may include claims incurred during the six months
period that would have been denied under the terms of
the plan absent the parity requirements as well as
administrative expenses attributable to complying with
these requirements.
- 9) If a group health plan claims an exemption, what ensures that the cost information is
accurate?
- Because the exemption is based on actual claims data and
administrative expenses, the summary information plans
are required to make available will be based on data at
hand and not based on projections of costs. Plan
participants and beneficiaries have a private right to
seek civil action against the plan. Any evidence that
the cost information is not accurate may be referred to
the Federal agency that has jurisdiction.
- 10) Who enforces the law?
- The provisions of MHPA are set forth in Chapter 100 of
Subtitle K of the Internal Revenue Code, (the Code),
Part 7 of Subtitle B of Title I or ERISA, and Title
XXVII of the Public Health Service Act (PHS Act). The
Secretaries of the Treasury, Labor, and Health and Human
Services share jurisdiction over the MHPA provisions.
These provisions are substantially similar, except as
follows:
- The MHPA provisions in the Code generally apply to all group
health plans other than governmental plans, but they do
not apply to health insurance issuers. A taxpayer that
fails to comply with these provisions may be subject to
an excise tax under section 4980D of the Code.
- The MHPA provisions in ERISA generally apply to all group
health plans other than governmental plans, church
plans, and certain other plans. These provisions also
apply to health insurance issuers that offer health
insurance coverage in connection with such group health
plans. Generally, the Secretary of Labor enforces the
MHPA provisions in ERISA, except that no enforcement
action may be taken by the Secretary against issuers.
However, individuals may generally pursue actions
against issuers under ERISA and, in some circumstances,
under State law.
- The MHPA provisions in the PHS Act generally apply to health
insurance issuers that offer health insurance coverage
in connection with group health plans and to certain
State and local governmental plans. States, in the first
instance, enforce the PHS Act with respect to issuers.
Only if a State does not substantially enforce any
provisions that apply to issuers under its insurance
laws will the Department of Health Human Services
enforce the provisions, through the imposition of civil
money penalties. Moreover, no enforcement action may be
taken by the Secretary of Health and Human Services
against any group health plan except certain State and
local governmental plans.
- 11) Must self-funded nonfederal governmental plans comply with MHPA?
- Self-funded nonfederal governmental plans may choose to
be exempted from the parity provisions if the election
complies with the requirements of the Federal
regulations at 45 CFR 146.180.
Please see section on nonfederal
governmental plans for more detail.
- 12) Will the names of group health
plans claiming the one percent exemption be published?
Can the public obtain the supporting cost data of those
plans that claim the exemption?
- Nonfederal governmental plans claiming the one percent
exemption will be listed on CMS's website. Plans
must make available to participants and beneficiaries
(or their representatives), on request and at no charge,
a summary of the information required to support the
exemption. An individual who is not a participant or
beneficiary and who presents a notice is considered to
be a representative.
- 13) Do all group health insurance policies have to include parity?
- No, but a health insurance issuer can only sell a non-parity
policy to a plan that is exempt from the parity
provisions of the law. Also, MHPA does not apply to any
policies sold in the individual market.
- 14) How can I learn more about the MHPA?
- View a full copy of the
December 22, 1997 interim rule in the Federal Register.
- View only the Department of
Health and Human Services's mental health parity
regulations.
- Contact PHIG by E-mail at
PHIG@cms.hhs.gov
- Or by U.S. Mail at: Centers for Medicare & Medicaid Services, CMSO/PHIG S3-16-16, 7500
Security Boulevard, Baltimore, MD 21244-1850; Attention:
Mental Health Parity.
Last Modified on Friday, September 17, 2004
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