As discussed in our prior blog post here, effective as of February 10, 2021, employer-provided group health plans that impose nonquantitative treatment limitations (“NQTLs”) on mental health or substance use disorder benefits (“MH/SA Benefits”) must have documentation demonstrating that the NQTLs satisfy the mental health and substance use disorder parity rules (“Compliance Documentation”). As discussed in another one of our prior blog posts here, the DOL has identified particular NQTLs on which it will focus its enforcement efforts. The DOL also clearly communicated that general statements to the effect that the plan has compliant processes will not meet the Compliance Documentation requirements. We have noted that some third party administrators are producing reports and other documents that fail to satisfy the Compliance Documentation requirements. For example, such documents may refer to the administrator’s internal policies or procedures without adequately describing them, or they may simply incorporate internal policies by reference without providing them for inclusion with the employer’s report. Such documents may also contain conclusory statements to the effect that the NQTLs are compliant without providing specific evidence to demonstrate compliance. Employers should carefully review the information produced by their medical, network, prescription drug, and other third party administrators to ensure their Compliance Documentation satisfies the applicable legal requirements for MH/SA Benefits. The Compliance Documentation must be produced by an employer if requested by the DOL or a participant. Compliance with the parity rules for MH/SA Benefits is being actively enforced as a high priority of the DOL.