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Mental Health Parity and Addiction Equity Act Basics

Navigating mental health parity requirements is an important aspect of managing group health plan compliance responsibilities, and employers face challenges adhering to those requirements as reflected in the Mental Health Parity and Addiction Equity Act (MHPAEA). The challenges under the MHPAEA include determining how to provide parity between mental health/substance use disorder benefits and medical and/or surgical benefits concerning a plan’s financial cost-sharing requirements, treatment limitations and other restrictions or limitations (e.g., medical management standards, drug formulary, network design, plan exclusions, etc.).

Join us as we break down the intricacies of these regulations while covering the following topics:

  • The background and development of the MHPAEA’s requirements for Quantitative Treatment Limitations (QTLs) and Non-Quantitative Treatment Limitations (NQTLs)
  • What plans are subject to the MHPAEA requirements?
  • What are a plan sponsor’s obligations with respect to the MHPAEA?
  • Legislative landscape updates: 2023 MHPAEA/NQTL proposed rules and looking ahead


DISCLAIMER: Brown & Brown, Inc. and all its affiliates, do not provide legal, regulatory or tax guidance, or advice. If legal advice counsel or representation is needed, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown, Inc. and all its affiliates, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.

Date & Time

March 21
11:00 am - 12:00 pm CDT