National Estimates of Mental Health Insurance Benefits

Maxfield, Myles; Achman, Lori; Cook, Anna

doi:10.1037/e308942005-001

Cited by 7 publications

(4 citation statements)

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“…Establishment size is positively related to both ANY<65 and ANY65+-older workers in establishments with 1,000 or more workers (EMP1000) were 38% and 31% more likely to work for employers that offered ANY<65 and ANY65+ respectively than older workers in establishments with less than 10 employees (EMP1). This is consistent with studies showing large firms tend to provide generous benefit packages (Bundorf 2002;Gabel et al 2006;Maxfield et al 2006). Older workers in establishments from the mining (IND_MIN) and finance, insurance, and real estate industries (IND_FIRE) had the best access to early as well as Medicare-eligible retiree coverage.…”

Section: Resultssupporting

confidence: 87%

Older Workers’ Access to Employer-Sponsored Retiree Health Insurance, 2000–2006

2009

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Section: Resultssupporting

confidence: 87%

Older Workers’ Access to Employer-Sponsored Retiree Health Insurance, 2000–2006

2009

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“…Furthermore, even if passed, many employers would still be exempt from such mandates or could drop MH coverage altogether to escape them. 7 These considerations and the results of this study support the conclusion that, in the short term, universal parity in employer-based plans is unlikely to be achieved solely through a legislative strategy. Rather, it seems clear that parity will remain an elusive goal as long as many employers are unconvinced of the desirability of providing MH coverage to their employees on the same terms as their other health benefits.…”

Section: Implications For Behavioral Healthsupporting

confidence: 73%

Mental Health Benefits in Employer-sponsored Health Plans, 1997–2003

Teich

Buck

2007

J Behav Health Serv Res

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Data drawn from the Mercer National Survey of Employer-sponsored Health Plans in 1997 and 2003 indicate that a large majority of employers continue to provide some level of coverage for mental health (MH) services in their primary plans. However, a majority of plans continue to impose different benefit limitations for MH than for other medical treatment. Among plans with limitations on MH coverage, there was a sharp increase in the use of limits on inpatient days and outpatient visits between 1997 and 2003. The proportion of employers providing coverage for some MH services decreased; e.g., among small employers, 88% provided coverage for inpatient MH care in 2003, compared with 94% in 1997. These results suggest that parity legislation has had a noticeable but limited effect, but that, at least in the short-term, it is unlikely that universal parity in employer-based plans will be achieved through a legislative strategy.

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“…5 However, mental health benefits typically offer less coverage than medical benefits, so that out-of-pocket costs for noncatastrophic mental health events are 2 to 3 times higher than for comparable medical events. 6 State and federal policy makers have sought to make mental health treatment more accessible and affordable through parity laws requiring that health insurance coverage be comparable for mental and physical conditions, but the scope of the reforms has been limited.…”

mentioning

confidence: 99%