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Critics Claim Mental Health Parity Has Limited Effect |
According to the General Accounting Office (GAO), the Mental Health Parity Act of 1996 (MHPA) has had only a limited effect on coverage of mental illness by employer-sponsored health plans. The MHPA said plans that provide mental health benefits in addition to medical and surgical benefits cannot impose lifetime or annual expense limits on the mental health benefits -- unless such limits are also imposed on medical and surgical benefits. Because the MHPA only addressed dollar limits, critics contend the law left a large loophole for these plans to set other restrictions on mental health benefits. In testimony before a Senate Committee, a GAO official testified:
The GAO also estimated the cost of mental health parity was 2 percent to 4 percent of health plan expenses. However, critics testified that the studies showing little or no cost were flawed because they reviewed plans which adopted managed care at the same time as mental health parity so that the savings from the adoption of managed care masked the cost of expanded mental illness coverage. Two recent studies concluded that both access and quality of care have declined since the enactment of mental health parity laws, with individuals suffering from mental health disorders losing coverage more often than they gained it. Sources: "Mental Health Parity Act: Employers' Mental Health Benefits Remain Limited Despite New Federal Standards," May 18, 2000, General Accounting Office; "Mental Health Parity Law Having Limited Effect," May 18, 2000, Reuters Health; and Ori Twersky, "Legislators Debate Expanding Mental Health Coverage" May 18, 2000, WebMD. For text of the report: http://www.gao.gov/new.items/he00113t.pdf For more on Managed Care http://www.ncpa.org/pi/health/hedex5.html |