Integrated_Annual_Report_2026 - Flipbook - Page 121
INTRODUCTION
SASOL AT A
GLANCE
DRIVING SUSTAINABLE
VALUE CREATION
EXECUTING
STRATEGY
DELIVERING
BUSINESS VALUE
SUMMARISED FINANCIAL
PERFORMANCE
CORPORATE
GOVERNANCE
SUSTAINABILITY
REPORT
REMUNERATION
REPORT
ASSURANCE/
ADMINISTRATION
SOCIAL – LABOUR CONTINUED
Human capital management continued
PROGRAMMES AND PERFORMANCE
Employee wellbeing
Sasol’s wellbeing programmes supports a stable,
productive and engaged workforce, with targeted
interventions across key wellbeing dimensions.
To further support this important Strategy drive and
following a comprehensive commercial process, a new
Wellbeing provider will partner with Sasol from 1 July.
Labour stability and performance accountability
KEY INSIGHT
PROGRESS
Performance accountability
Sasol maintained a stable and
collaborative labour environment during
FY26, supporting consistent business
performance and reinforcing a culture of
accountability.
• Ensured fair and competitive:
- remuneration
- benefit structures
PROGRESS
Approach
PERFORMANCE HIGHLIGHTS
Sasol’s employee Wellbeing Strategy focuses on five
key dimensions:
• ~70% of employees globally are
• Emotional and mental
• Financial
• Social
• Legal
• Physical
Programme reach and support
• Wellbeing programmes are accessible to all
employees, their families, and household members
affiliated with trade unions or works
councils
• Formal engagement structures
maintained across all regions:
- Partnership Forums (Southern
Africa)
• Maintained compliance through:
- regular policy reviews
- adherence to legislative
requirements
• Reinforced ethical labour practices:
- no child labour
- no forced labour
- commitment to offering a living
wage
- Works Councils (Germany and Italy)
- Trade union partnerships (Eurasia,
• Strengthened performance accountability
through:
- Clearly defined performance
expectations
- Bespoke incentive plans
• Aligned individual and team performance
to business priorities
IMPACT
These practices contributed to:
• Sustained labour stability across operations
• Improved consistency in employee
performance with no lost working days
due to labour action
• Reduced risk to business continuity
North America)
• Employees are supported through first-contact
intervention models and manager capability building
initiatives
Digital HR
Programme effectiveness and impact
KEY INSIGHT
PROGRESS
IMPACT
• Financial wellbeing programmes contributed to
Digital HR initiatives enabled greater efficiency,
improved compliance and enhanced employee
experience through optimisation of core HR
processes and systems.
• Followed a structured roadmap
• Greater operational efficiency
improved employee financial stability
• Mental health support programmes increased
awareness and access to support services
• Ongoing monitoring of wellbeing risks enabled
targeted interventions
IMPACT
Wellbeing interventions contributed to:
• Improved employee support and resilience
• Increased awareness of wellbeing services
• Strengthened manager capability to respond to
aligned to Group HR priorities and
business value drivers
• Targeted specific value realisation
opportunities
PERFORMANCE HIGHLIGHTS
• Disciplined adoption of digital
• Enhanced employee self-service capabilities
• Streamlined HR processes
• Strengthened payroll and time management
solutions
• Continuous optimisation
solutions
• Improved data quality, reporting and analytics
across HR systems
employee needs
SASOL INTEGRATED REPORT 2026
120
and simplification of People
processes
across HR processes
• Improved compliance and
governance
• Enhanced employee experience through
simplified interactions and digital
solutions
• Improved operational cost
• Proactively identify patterns associated
with turnover, critical-skill losses and
employee engagement enabling key
talent management decisions
