Figure 1 Knowledge About Mental Health Care Coverage Yes No Not Sure August 7, 2025, #540 Does your health insurance plan offer the same benefits for mental 46% 15% 39% health care as it does other care? Health Plan Knowledge About Mental Should health insurance plans offer the same benefits for mental health 83% 9% 8% care as it does other care? Health Coverage Is Lacking 0% 20% 40% 60% 80% 100% The Employee Benefit Research Institute (EBRI)/Greenwald Research Consumer Engagement in Health Care Source: Employee Benefit Research Institute and Greenwald Research, 2024 Consumer Engagement in Health Care Survey. Survey found that among private health plan enrollees, many do not know if their health plan covers mental health care services the same way that other care is covered, but most think they should be covered the same way. Four in 10 private health plan enrollees were unsure as to whether their health plan provides coverage for mental More information about the EBRI/Greenwald Research Consumer Engagement in Health Care Survey can be health care services as it does for other health care. Nearly one-half (46 percent) reported that their health plan found online. covers mental health care and other services the same way, while 15 percent said that they are not covered the same way. The 2024 Consumer Engagement in Health Care Survey is an online survey of 2,011 Americans ages 21 –64 with private health insurance coverage. It was fielded between October and November 2024. The survey is Most people thought that mental health care services should be covered the same way as other health care made possible with funding support from the following organizations: Blue Cross Blue Shield Association, services. Over 80 percent thought they should be covered the same, while 9 percent did not think they should be CareFirst, The Cigna Group, HealthEquity, Inspira Financial, Johnson & Johnson, Segal, TIAA, and Wex. covered the same way. Similarly, 8 percent were not sure if they should be covered the same way. The Despi Empl te the oye find e B ings enefof it R the ese sur arc ve h y, Inst po itlut icym e isa a ke pr rs iva hatve e, n aonpa lso be rte isa n n, addr and ess nonpr ing the of iitss re ue se a of rc a h ci cnst essi ttut o e m ba ent se ad l he in alth se Wravi shi ce ngt s thr on, ough D.Cva ., trha ious t f oc for use ms s of on m he ea nt ltah, l he saa vi ltngs h pa , rrie tt yi rle em gie sl nt a,t ia on. nd F eor conom exam icpl se e,c t ur he it y Me iss nt ue als. H EB ealR th I P doe aris ty not Ac lto o bby f 1996 (MHPA) provided that large group health plans cannot impose annual or lifetime dollar limits on mental and does not take policy positions. The work of EBRI is made possible by funding from its members and spons health or be s,ne wfhi its ch tha inc t a lude re le a ss br fa oa vor d r aa bl nge e t ha ofn publ anyi c suc and h l pr im ii va ts tiem or pose gani d zon ations. medi F cor al /m sur or gi e cia nf l or bem ne aftiiton s. ,The visi P t aul W ww elw lst .eone bri. or and g. Pete Domenici Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA) prevents group health plans and health insurance issuers that provide mental health or substance use disorder benefits from i G m re posi enw ng al d be R ne ese fita r licm h iits ata ions lea di on ng those inde pe bende nefint ts c tha ust t om are rle ese ssa fra cvor h fia rbl me a tnd han consul thoset ion ng m pa erdi tne ca rl /tsur o the gic he al abe lth ne afnd its. The w Pa eta ie ltnt h iP ndust rotecrtiie on s tha and t a A ppl ffor ies da cbl ree a tC ive ar e qua Ac nt t i (tA atC ive A) a of nd 2qua 010 liw taa tis ve bu m ile t ton hods MHP to he AEA lp c om by r pa equi niers ing sta c y ove com rape get iof tive mental health and substance use disorders (SUD) services as one of 10 essential health benefits categories. Most and navigate industry change. Leveraging deep subject matter expertise and a consultative approach, Greenwald of rec fe er nt s lc y, om the pr e C he onsol nsive ida se te rd viA ce ppr s to opr answe iations r st A rac te t gi (C cA busi A) o nf e ss 2021 quea st m ions ende . F d or MHP morA e EA infor to m ra etqui ionr,e go pla to ns and issuers to pr ww ovi wde .gr e ce om nw pa alrdr ate ive sea a rc na h.lc yse om s of their non-quantitative treatment limitations (NQTLs) to the secretary of the treasury, the secretary of labor, and the secretary of health and human services (collectively, the secretaries) upon request and to authorize the secretaries to determine wh### ethe r those NQTLs comply with MHPAEA. NQTLs include plan provisions such as determinations of prior authorization, medical necessity, and network adequacy. EBRI on Twitter @EBRI or twitter.com/EBRI LinkedIn: linkedin.com/company/employee-benefit-research-institute EBRI on Twitter: @EBRI or twitter.com/EBRI LinkedIn: linkedin.com/company/employee-benefit-research-institute © 2025, Employee Benefit Research Institute, 901 D St. SW, Suite 802, Washington, DC 20024, 202/659-0670 | ebri.org 2