The EAP/Behavioral Health Carve-Out Connection

Elizabeth Levy Merrick PhD, MSW Schneider Institute for Health Policy, Heller School for Social Policy and Management, Brandeis University, USA

Constance M. Horgan ScD Schneider Institute for Health Policy, Heller School for Social Policy and Management, Brandeis University, USA

Deborah W. Garnick ScD Schneider Institute for Health Policy, Heller School for Social Policy and Management, Brandeis University, USA

Dominic Hodgkin PhD Schneider Institute for Health Policy, Heller School for Social Policy and Management, Brandeis University, USA

Kathleen Keck MBA Schneider Institute for Health Policy, Heller School for Social Policy and Management, Brandeis University, USA

Robert E. Cenczyk BA Schneider Institute for Health Policy, Heller School for Social Policy and Management, Brandeis University, USA

Abstract

This study examines the prevalence, characteristics, and interrelationship of Employee Assistance Programs (EAPs) and managed behavioral health care insurance benefits (“carve-outs”). Based on our survey of Fortune 500 firms regarding 1999 behavioral health arrangements, over 90% had an EAP (typically externally contracted) and over one-third had a behavioral health carve-out. EAP arrangement (internal, separate contract, integrated contract) was associated with EAP benefit level. EAPs and carve-outs are interrelated in some important ways, though not in outpatient benefit levels. Both can offer substantial benefits to workers and their dependents, and are particularly important during this time of unusual stresses.

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The EAP/Behavioral Health Carve-Out Connection

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The EAP/Behavioral Health Carve-Out Connection

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