Health Plans’ Early Response to Federal Parity Legislation for Mental Health and Addiction Services

Data were from the third round of a nationally representative survey of commercial health plans regarding behavioral health services in the 2010 benefit year and the preparity 2009 benefit year. The telephone survey was conducted with senior health plan executives from September 2010 to June 2011. Typically the medical director or the behavioral health medical director addressed clinical questions (for example, utilization management), and another official responded regarding administrative issues (for example, plan characteristics and benefit design). Occasionally, plans referred us to their managed behavioral health organization (MBHO) contractor. For some national or regional plans, respondents were interviewed regarding multiple sites. Items were asked at the product level (for example, health maintenance organization or preferred provider organization) within each market area–specific plan. For all products, we asked whether they covered behavioral health services and the proportion of members with behavioral health coverage. All other questions were asked in regard to the plan’s top three commercial products. The Institutional Review Board of Brandeis University approved the study.

We employed a panel survey design with replacement. The national sample from 2003 (round 2) was augmented with plans not previously operating in the market areas. The primary sampling units were the 60 market areas selected by the Community Tracking Study to be nationally representative (7). The second stage sampled plans within markets. Plans serving multiple markets were defined separately, and data were collected by market area. We screened for eligibility by verifying health plan operation in the market area and coverage of behavioral health services for a commercial population with more than 300 subscribers or 600 covered lives. This approach identified 438 eligible plans, of which 389 responded (89%) and reported on 939 insurance products. For the clinical portion of the survey, 385 plans (88%) responded, reporting on 925 products. Findings reported are national estimates. Data were weighted to be representative of health plans’ commercial managed care products in the continental United States (weighted sample N=8,431 products).

The parity law was passed in 2008 and went into effect for plan years beginning on or after October 3, 2009. We examined health plan policies for the 2010 benefit year. All plans in our study had a January 1 start date so that this was the first benefit year under MHPAEA. We also examined the 2009 benefit year, prior to MHPAEA. The interim final rules went into effect in July 2010 and were not in effect for plans during the study period. In our study, 2% of products were sold exclusively in the individual market or to small groups and therefore were not subject to parity requirements.

Health plans may deliver and manage behavioral health services internally or may contract with an MBHO for this service. Some have hypothesized that the implementation of parity would be difficult for plans that use an MBHO because of challenges comparing benefits across companies. Therefore, we examined whether plans changed their contracting approach for behavioral health services between 2009 and 2010. Contracting approaches fall into one of three categories: external (contracted with an MBHO for delivery and management of behavioral health), hybrid-internal (behavioral health services are managed by a specialty behavioral health organization that is part of the same parent organization as the health plan and that also contracts with other health plans), and internal (all behavioral health services are provided by plan employees or a network of providers administered by the plan). We examined whether plans switched categories between 2009 and 2010.

Another goal was to determine how many insurance products had higher cost sharing for outpatient behavioral health care than for general medical care. Some plans required copayments for medical care and coinsurance for behavioral health care (or vice versa). For these plans, comparing enrollee cost sharing across types of care required assuming a typical provider fee per outpatient visit. We assumed a fee of $130, based on the average observed in the Medical Expenditure Panel Survey for 2008 (8). At this fee, a coinsurance rate of 20% equates to a copayment of $26.

Special limits on behavioral health care were defined as benefit limits that apply only to behavioral health diagnoses and not to general medical conditions. This definition excludes general limits that some plans apply to all medical care (including behavioral health), which are not affected by MHPAEA. In addition, plans were asked about their use of the various practices defined as NQTLs. These included use of prior and concurrent authorization requirements, network size, and provider fees.

Statistical analyses were implemented with SUDAAN 11.0.1 software for accurate estimation of the sampling variance given the complex sampling design. Significant differences reported are based on pairwise t tests with a .05 significance level.

The main goals of MHPAEA are to increase access to behavioral health services and ensure that they are treated equitably with general medical services. We found in general that the law had the intended effect of eliminating specific quantitative limitations that applied only to behavioral health care. These early results indicate that the law did not have unintended consequences, including elimination of behavioral health coverage, shrinkage of provider networks, or decreasing fees. Some evidence was found of more strict continuing review. There was a dramatic decrease in special limits on behavioral health care since 2003, when nearly all plans used them (9), and a continued decline between 2009 and 2010. Similarly, between 2009 and 2010, fewer plans reported higher cost sharing for behavioral health than for general health services. These findings suggest that in general plans complied with the law.

Consistent with some earlier findings (4,10), the survey data indicated that a few plans still reported using special annual limits and higher behavioral health cost sharing in 2010, although this is prohibited under MHPAEA. There are a number of possible explanations. Some products are not subject to the law (for example, individual and small group), and others may not have been able to implement the requirements quickly. Some of the plans that we classified as having higher cost sharing for behavioral health services were using a different type of cost sharing for behavioral health care than for general medical care—usually coinsurance for general medical and copayments for behavioral health. The parity law and regulations do not directly address this type of difference and specify that comparisons should be made only between copayment and copayment and between coinsurance and coinsurance.

We found only limited evidence of the unintended consequences of the parity law that some had feared. After implementation of MHPAEA, plans reported a small decline in the proportion of employers offering coverage of behavioral health services. This agrees with the finding of the Government Accountability Office that 2% of employers stopped covering behavioral health services in 2010 (10). Another concern was that fees for behavioral health providers would decline. A small proportion of products reported a decrease in provider fee schedules in 2010 compared with 2009, but this was not the dominant response.

MHPAEA regulations address NQTLs, but during the study period (2009–2010) plans were not yet required to comply. Even so, we identified a decrease in the use of prior authorization. This could be a continuation of a trend observed since 2003 away from tight initial management, because plans realized it was not cost-effective to tightly manage initial access to outpatient behavioral health services. Alternatively, plan administrators may have realized that the forthcoming parity regulations would apply to managed care techniques.

More limited state and federal parity laws existed before MHPAEA. Research findings on their impact and the parity requirement in the Federal Employees Health Benefit Plan (FEHBP) are mixed, with some reports of improved access and others of increased use of utilization management controls (11–18). Studies of the Oregon parity law, the only state law that includes restrictions on utilization management similar to those in MHPAEA, did not identify significant cost increases or changes in behavioral health care utilization (19,20). A study of the early impact of MHPAEA in one health plan found no effect on the proportion of enrollees using substance use disorder treatment but a modest increase in spending per enrollee (21).

Of note, we did not identify a change in use of specialty behavioral health organizations or MBHOs. One might expect that with more extensive coverage of behavioral health services, plans would turn to external organizations that specialize in managing behavioral health care, as happened after parity implementation in the FEHBP and when Vermont passed a parity law, where plans responded by carving out behavioral health services (12,22). However, our findings showed no change in approaches to contracting for behavioral health services between 2009 and 2010. This may be because the law was still in flux and regulations were not yet finalized in 2010.

A controversial issue has been the existence of separate deductibles for behavioral health, which were not initially addressed in MHPAEA but were subsequently prohibited by regulations. Some plans and MBHOs argued that this provision would impose prohibitive administrative costs and put MBHOs out of business (23). By 2010, 75% of plans reported having a common deductible for behavioral health and general medical care, implying that separate deductibles were by no means predominant immediately before the regulation. Separate deductibles may have been more common in direct contracts between MBHOs and employers, which were not addressed in this analysis.

Our study had several limitations. We surveyed health plans regarding typical plan designs in their top three commercial products. Our findings may not fully capture variation within products and do not represent less popular products. However, 81% of all products were included in the top three products. Data were self-reported by health plan executives and were not otherwise verified. Although we report the frequency with which authorizations are conducted and how medical necessity criteria are made available, we were not able to determine the stringency with which criteria were applied. It was also not possible to definitively attribute observed changes to the effect of parity. Changes may have resulted from other factors in plans’ environments between 2009 and 2010. However, in requiring the removal of special benefit limits and the changes in cost sharing, the law presumably played a large part. Our survey addressed health plan policies in general, and individuals may have different experiences with medical necessity approvals. We did not collect information on denial rates, appeals, or complaints about individual experiences. Finally, improved access to coverage is necessary to reduce the treatment gap, but other factors, including enrollee awareness of coverage and desire to use services, are also important (24) and were not measured in this study.

It is important to evaluate these findings in terms of the goal of parity legislation—to ensure equitable coverage—and ask whether it is enough to regulate benefits. Prior state laws relied on regulation of benefits to try to ensure equitable access. However, health plans have other techniques to manage care and control costs, including utilization management and selective contracting with providers. The interim final regulations recognized this and tried to make it more difficult to restrict care through nonquantitative means. Our results suggest that between passage of the law and publication of the interim final regulations, plans did not rush to greater use of nonregulated cost control techniques. However, recent lawsuits and settlements indicate that there are challenges with compliance and that continued vigilance is needed.

Health plans’ responses to parity legislation directly influence enrollees’ access to the full range of behavioral health services. When MHPAEA was initially passed, it applied to private health plans. The final regulations clarify application of MHPAEA to Medicaid managed care plans. The 2010 Patient Protection and Affordable Care Act (ACA) (2,25) extends the reach of MHPAEA to additional parts of the commercial insurance market—to ACA health insurance marketplaces, Children’s Health Insurance Program plans, Medicaid managed care plans, and plans in the FEHBP (26,27). Thus it is important to continue to monitor plans’ evolving response to the parity law and regulations.

The authors acknowledge the contributions of Pat Nemeth, Frank Potter, Ph.D., and the staff at Mathematica Policy Research, Inc., for survey design, statistical consultation, and data collection; Grant Ritter, Ph.D., for statistical consultation; and Galina Zolutusky, M.S., for statistical programming.