Integrated_Annual_Report_2026 - Flipbook - Page 143
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
GOVERNANCE CONTINUED
Ethics
COMMITMENT
GROUP
APPROACH
Sasol is committed to high ethical standards and
combating corruption throughout its sphere of
influence. This is an important part of its drive to
deliver social value through its core activities.
Sasol’s ethics strategy is principles-based and anchored in the Company’s shared values for supporting a
high-performance ethical culture. The Sasol ethics programme has two main focus areas:
• To advance and promote an ethical culture across the Sasol Group of companies. (Proactive approach)
• Ensures that all reports of potential transgressions are appropriately received, investigated, and
resolved. (Reactive approach)
The success and longevity of the Sasol ethics programme rely on the correct tone at the top of the
organisation, which includes a visible demonstration of leadership’s belief in, and commitment to, an
ethical organisation.
PROGRAMMES AND PERFORMANCE
Sasol’s values are intentionally action-oriented, enabling every
team member to apply them effectively. Sasol’s purpose, values,
and Code of Conduct serve as guiding principles that not only
strengthen its core operations but also supports its future
vision by integrating and embodying these principles in the daily
decisions, responsibilities, and actions of the company.
Sasol employees receive ethics training and awareness on an
annual basis to foster a resilient ethical culture, where ethical
behaviour is the norm and is reflected in all activities and in every
business decision.
96,4% (99%) of employees who fall within the target audience
completed the anti-bribery, sanctions and competition law training
programme within the required timeframe. Annual compliance
confirmation (ACC)1 was received for 6 277 (6 578) out of a
total global participation of 6 287 (6 630) employees (99%
participation rate), the employees range from execution level to
CEO and President level. In this process, targeted employees
acknowledged that they had read and understood, and would
comply with, inter alia, Sasol’s Anti-Bribery Policy, Competition
Law Policy, Code of Conduct and the Human Rights Policy. The
targeted employees also confirmed that they had addressed any
potential conflicts of interest.
1
The FY25 ACC process commenced on 01 July 2025 and closed on 23 October 2025.
These are the numbers reported here. FY26 numbers for ACC will be reported in next
year’s IR.
SASOL INTEGRATED REPORT 2026
142
Anti-corruption, sanctions and competition
(anti-trust) law
Sasol rolled out four separate compliance training modules
in FY26 to facilitate compliance with applicable laws and to
entrench the Sasol ethical culture. The compliance training
included business and human rights, competition law, anti-bribery
and sanctions . This training is provided to employees identified
as posing a higher risk of being exposed to compliance risks, and
targets employees on role category execution and above. Training
modules are updated regularly in line with changes to the law.
Whistle-blower Policy
The Whistle-blower Policy has been updated to reaffirm Sasol’s
commitment to protect employees from retaliation or reprisal
when they speak up in good faith using www Sasol EthicsLine
to report unethical, illegal, or undesirable conduct involving Sasol
and those engaged with it. The policy ensures alignment with
applicable whistle-blowing legislations and regulations across all
jurisdictions in which Sasol operates.
Making an intentional false report may lead to disciplinary action,
up to and including dismissal, or other corrective action.
www
Refer to the website: www.sasol.com
