Consistency of Large Employer and Group Health Plan Benefits with Requirements of the Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act of 2008. Annual Behavioral Health Request for Information Results

11/01/2013

Background

Each year, Aon Hewitt requests behavioral health care organizations to respond to a RFI that collects information regarding their administrative, operational, and clinical capabilities. In their 2011 Annual RFI, behavioral health care organizations were asked to respond to several questions regarding the impact of MHPAEA. Responses to the MHPAEA questions were received by seven national behavioral health care organizations, representing all of the major carve-in and carve-out vendors. Vendor responses are summarized below:

RFI Questions Vendor Response
Percent of employers* that eliminated MH/SUD coverage. 2010: 57% of vendors reported no employers eliminated MH/SUD coverage; 43% of vendors reported 1%. 

2011: 43% of vendors reported no employers eliminated MH/SUD coverage; 57% of vendors reported 1%.

Percent of employers* that moved from carve-out to carve-in MH/SUD administration due to federal parity. 18% (range by vendor from 0% to 80%).
Percent of employers* who were required to cover outpatient MH/SUD at 100% due to compliance testing. 2.1% (range by vendor from 0% to 10%).
Percent of employers* required to cover outpatient MH/SUD at the PCP copay level due to compliance testing. 85% (range by vendor from 29% to 100%).
Percent of employers* required to cover outpatient MH/SUD at the specialist copay level due to compliance testing 15% (range by vendor from 0% to 100%)

* Within the vendor's book-of-business.

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