--- title: Resources Finalized for Mental Health Parity Compliance description: Federal organzations have finalized resources to promote compliance with the Mental Health Parity and Addiction Equity Act. MHPAEA requires parity between image: https://blog.nisbenefits.com/hubfs/mental%20health%20parity%20B.jpg --- ![Resources Finalized for Mental Health Parity Compliance](https://blog.nisbenefits.com/hubfs/mental%20health%20parity%20B.jpg) # Resources Finalized for Mental Health Parity Compliance - Home - [Employee Benefit News for School, City and County Employers](https://blog.nisbenefits.com) - Resources Finalized for Mental Health Parity Compliance [ Erin Woulfe ](https://blog.nisbenefits.com/author/erin-woulfe) 09/16/2019 [ Legislative News](https://blog.nisbenefits.com/topic/aca-other-legislative-news) [0 Comments ](https://blog.nisbenefits.com/resources-finalized-for-mental-health-parity-compliance#postComment) *1 minute read* The Departments of Labor, Health and Human Services, and the Treasury have finalized resources to promote compliance with the [Mental Health Parity and Addiction Equity Act (MHPAEA).](https://www.dol.gov/agencies/ebsa/laws-and-regulations/laws/mental-health-and-substance-use-disorder-parity) MHPAEA requires parity between mental health and substance use disorder (MH/SUD) benefits and medical and surgical benefits. Resources include: - [Final FAQs](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/faqs/aca-part-39-final.pdf) on mental health parity - [Final model form](https://www.dol.gov/sites/dolgov/files/EBSA/laws-and-regulations/laws/mental-health-parity/mhpaea-disclosure-template.pdf) that employees can use to request information about their MS/SUD benefits - [Self-compliance tool](https://www.dol.gov/sites/dolgov/files/ebsa/about-ebsa/our-activities/resource-center/publications/compliance-assistance-guide-appendix-a-mhpaea.pdf) – A resource and questionnaire you can use to determine whether your plan complies with MHPAEA - [Warning signs of potential MHPAEA violations](https://www.dol.gov/sites/dolgov/files/ebsa/laws-and-regulations/laws/mental-health-parity/warning-signs-plan-or-policy-nqtls-that-require-additional-analysis-to-determine-mhpaea-compliance.pdf) Public sector organizations should consider using these resources to review their health plan’s compliance, or you can check with your carrier or agent/broker. The majority of employers’ health plans should already be in compliance. 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