Integrated_Annual_Report_2026 - Flipbook - Page 149
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
REMUNERATION AT A GLANCE
Our Remuneration Policy
Our Remuneration Policy (the Policy) enables the
execution of Sasol’s strategy by aligning reward
outcomes with our Purpose, values and long-term
objectives. It is designed to foster a high-performing,
sustainable, values-driven culture while attracting,
retaining and motivating the diverse talent and
critical capabilities needed to deliver our strategic
ambitions. The Policy reinforces accountability,
ethical leadership and sustainable performance,
while supporting the creation of long-term value for
shareholders and other stakeholders.
The Policy balances affordability, prudent risk management
High-Performing, Sustainable, Values-driven Culture
and sustainable value creation. By maintaining competitive,
responsible and transparent reward structures, we attract,
retain and motivate the diverse talent required to deliver Sasol’s
strategy, incentivise performance against our People, Planet
PAY AND
BENEFITS
SHORT-TERM
INCENTIVES
LONG-TERM
INCENTIVES
Market-aligned
salaries and benefits
that support our
People Promise
Rewards the
delivery of strategic
priorities in line with
Sasol’s values
Drives long-term
value creation,
strategic delivery,
shareholder alignment
and talent retention
and Profit objectives, and support the organisation’s long-term
sustainability, resilience and competitiveness.
Below and on the following pages is an overview of the
FY26 Remuneration Policy and its implementation, approved
by shareholders at the Company’s previous AGM held on
14 November 2025. The Remuneration Policy for the FY27–29
period is set out in Part II of this Report.
Summary of FY26 Remuneration Parameters: members of the Group Executive Committee
MARKET POSITION
Total
Guaranteed
Package or
base
salary
BENCHMARKING
SALARY INCREASE PRINCIPLES
Remchannel (SA)
KornFerry (International) and
publicly disclosed remuneration
data from peer group
CPI, affordability,
market positioning
KPIs AND WEIGHTINGS
DISCRETIONARY MODIFIER
AFFORDABILITY THRESHOLD
Group Financial 56%
Fatality penalty
Positioned at 50th percentile
of the market1
Short-term
incentives
(FY26)
Group ESG 24%
Long-term
incentives
(FY26
grants)
1
Personal 20%
Adjustment of incentive
outcomes to safeguard
affordability
KPIs AND WEIGHTINGS
FINANCIAL KPIs
Financial 45%
Southern Africa breakeven oil price
Scope 1 and 2 GHG intensity reduction
at Secunda Operations 25%
International Chemicals EBITDA %
rTSR against the peer group 30%
Net debt reduction (US$)
performance and
Positive free cash flow
before second-order capital
expenditure and dividends
VESTING PERIOD
Performance shares:
100% subject to meeting the
targets after a vesting period
of 3 years
FY26 Remuneration Policy changes recap
Long-term Incentive (LTI) Plan for the FY26 – FY28
performance period, two new performance measures were
introduced to replace Return on Invested Capital (ROIC)
namely South African breakeven oil price and International
Chemicals EBITDA %. The change reflects the organisation’s
current strategic focus around strengthening our foundation
business and rebuilding credibility through delivering on our
promises, as outlined at the 2025 Capital Markets Day.
Short-term Incentive (STI) Plan targets were aligned to the
milestones in our journey to meet the 2025 Capital Markets
Day commitments.
The Executive remuneration-mix was revised to replace the
restricted shares with performance shares, thereby increasing
the risk profile, without changing the grant size. The FY26
LTI grants are 100% subject to the achievement of corporate
performance targets over the three-year vesting period.
The peer groups used for Executive remuneration
benchmarking and to assess relative Total Shareholder
Return (rTSR) in our LTI plan were reviewed to more
appropriately reflect Sasol’s enterprise value and share price
correlation over five and ten year periods (see page 159).
Market is considered the approved peer group as determined from time to time by the Committee
Committee Oversight: The Committee may exercise discretion where formulaic variable pay outcomes are not considered representative of underlying business performance, have unintended
outcomes, are inconsistent with the intent of the remuneration framework, or have been materially affected by factors outside management’s control. Any discretionary adjustment will be applied
to ensure fair and appropriate remuneration outcomes that support sustainable long-term value creation and will be disclosed accordingly.
SASOL INTEGRATED REPORT 2026
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