This paper presents a case study on expanding an Employee Assistance Program (EAP) beyond the traditional crisis intervention-counselling model to provide an Employee Early Intervention Program (EEIP). Cherniss and Adler’s (2000) model Promoting Emotional Intelligence Based Learning in Work organisations provided a useful framework in the design of the EEIP. The goal of the program was to improve ‘soft skills’ through the development of social and emotional competencies utilising a self-directed learning approach. The major outcomes were improvements in: employees’ mental health and wellbeing, workplace relationships and performance. The EEIP program created a culture of change for individuals and teams. It helped to establish and spread an atmosphere of learning and team-based working. Organisational recognition of the value of the EEIP to employees and organisational effectiveness is evidenced by the decision to extend funding and support for the program for a further two years.