EA Public Policy
For further information about regulations affecting EAPs, see our FAQs
Recent Articles About US Health Care Reform
Recent Articles About US Parity Regulations
Public Policy Affecting EAPs in the UK
Recent Articles About US Health Care Reform
The Affordable Care Act, passed by Congress and signed into law by the President in March 2010, was designed to provide better health security by putting in place comprehensive health insurance reforms that hold insurance companies accountable, lower health care costs, guarantee more choice, and enhance the quality of care for all Americans.
These articles and resources can help you get a grasp of the
implications of health care reform for EAP:
Recent Articles About US Parity Regulations
The departments of Health and Human Services, Labor and the
Treasury came out with regulations clarifying the parity act. According to some analysts, EAPs cannot serve as
gatekeepers, unless a similar form of management is applied to medical benefits. Also employers cannot require
employees to exhaust EAP benefits before they access mental health care if a similar requirement does not exist
for accessing medical care. Many other experts have weighed in.
These articles and resources can help you get a grasp of the
implications of parity for EAP:
-
Fight Erupts Over Rules Issued for Mental Health Parity Insurance Law New York Times 05/10/10.
- EAPA's Response: On April 30, 2010, EAPA developed a letter to federal regulators at the US Departments
of Health and Human Services,
Labor, and Treasury, urging them to modify the interim final regulations
of the Mental Health Parity and Addiction Equity Act (MHPAEA). The regulations currently categorize
EAPs as a group health plan which could have potentially profound implications for EA programs
around the country. You can read the letter
HERE.
- Parity Overview: The Impact on Payors, Consumers and
EAPs 03/30/10.
-
New Mental Health Parity Regulations Answer Some Open Questions 02/23/10.
- SAMHSA panel discussion on the
implementation of the Mental Health Parity and Addiction Equity Act 02/19/10.
- Mental Health Parity Interim Final Regulations 02/2/10.
- One parity goal reached, yet others remain - Four more doors must be opened in order to
ensure fair, effective care for behavioral health. Ronald W. Manderscheid, PhD, Executive Director.
NACBHDD. 02/2/10.
- Regulations clarify
mental health parity act - Proposed federal rules would aid employers in implementing law.
Business Insurance. 02/01/10.
- Department of Labor News Release
About Parity Rules - Obama Administration issues rules requiring parity in treatment of mental,
substance use disorders. Department of Labor. 01/29/10.
- To learn more about how to successfully implement parity, check out the latest issue of
Research Works. The latest
Research Works report provides guidance on mental health parity and the perspectives of
leading employers across the country, including DuPont, the Houston Chronicle, JPMorgan Chase and Pitney Bowes. The report, Successful Employer Implementation of the Federal Mental Health Parity and Addiction Equity Act, offers employers ways to implement effective mental health parity; manage the benefit to optimize quality and value; structure benefits to comply with law’s requirements; and integrate the new benefit with related employer programs.
- Visit the Partnership for Workplace Mental Health's Parity Page for key information, including: Parity Law Timeline, Interim Final Rule, Link to the Legislation, Results from Partnership Parity Employer Survey,
Employer Parity Fact
Sheet.
Public Policy Affecting EAPs in the UK
In 2008 the UK branch of EAPA negotiated a tax exemption for EAP’s which has been positive for the industry. See EIM21845 - Particular benefits: exemption for welfare counselling.
Under a review of taxation in 2011 this exemption was threatened.
In a recent major review commissioned by government on absenteeism, EAPs were given special mention as a resource for supporting employees and reducing absenteeism. The review also recommended that the tax exemption be maintained. See Health at Work - an Independent Review of Sickness Absence, page 48.
