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This investigation focused on identifying the determinants of employee benefit preferences in a large New Zealand retail organisation (N = 229). The study delved beyond previous research by examining the role of individual difference variables in explaining employee benefit preferences in addition to commonly studied demographic variables. Specifically, it was hypothesised that work values and the five-factor model traits of personality would explain incremental variance in employee benefit preferences, beyond the effects of demographics. This hypothesis was supported for education-supportive benefit preferences, which were predicted by status and independence work values, extroversion, conscientiousness, age, education, and job category. However, family-supportive benefit preferences appeared to be driven solely by demographics (marital status, number of dependants and employment status). The implications of these findings and possible applied uses are discussed. [ABSTRACT FROM AUTHOR]