"To maintain compliance with the MHPAEA, plan sponsors should address the following: [1] Quantitative Treatment Limitations or 'QTLS' ... [2] Nonquantitative Treatment Limitations or 'NQTLS' ... [3] Comparative Analysis ... The 2024 regulations include several new requirements that are now subject to the Departments' non-enforcement notice. These include the fiduciary certification, meaningful benefits standard, and outcomes data review standards."  MORE >>

"The upside of this announcement for health plan sponsors is ... [that] words, plan sponsors will not be found non-compliant with MHPAEA under affected aspects of the 2024 Regulations until late 2026, at the earliest.... So, what does this mean for plan sponsors who have either completed their comparative analyses or are working on coming into compliance with the 2024 Regulations? In short, not much. "  MORE >>

"[N]early all employers will either increase (20%) or maintain (73%) their investments in well-being.... 94% of employers report increasing expectations of their vendor partners to produce outcomes.... Eighty-five percent of employers have a global consistency strategy for their well-being offerings -- or are actively developing a strategy.... Physical activity continues to be prioritized, especially for weight management.... One hundred percent of surveyed employers include mental health in their well-being strategy."  MORE >>

"The average annual worker and employer premium contributions for family coverage increased over the past decade, with a 46% increase in premiums between 2014 and 2024. There was a 30% increase in worker contributions between 2014 and 2024. Based on the data, employers still contribute more than employees for healthcare premiums; however, the gap lessens and workers contribute a larger percentage for family coverage."  MORE >>

"One in five US employees lives with a mental health condition. Supporting these individuals isn't just morally imperative -- it's a strategic necessity. Seventy-five percent of employees say they're more likely to stay with an employer that prioritizes mental health. When your people feel seen and supported, they're more engaged, more productive and more likely to thrive."  MORE >>

"Burnout is rising, and HR leaders must act by prioritizing work-life balance as both a compassionate and strategic initiative. This blog explores how to improve work-life balance for employees through flexible policies, mental health support, caregiver benefits, and cultural change -- while highlighting the measurable ROI of doing so. [It includes] actionable steps and real-world examples[.]"  MORE >>

"[T]rue parity of mental health/substance use disorder (MH/SUD) benefits, and medical/surgical (M/S) benefits is not possible: First, there are nowhere near enough MH/SUD providers to satisfy the demand; and second, reimbursement rates for MH/SUD benefits significantly lag those for M/S benefits. These are not problems that can or should be solved by employers."  MORE >>