Integrated_Annual_Report_2026 - Flipbook - Page 152
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
PART I: REMUNERATION COMMITTEE CHAIRMAN’S BACKGROUND STATEMENT
KEY MESSAGES
I am pleased to present the Remuneration Report for the
financial year ended 30 June 2026. FY26 marked an
important year in the execution of Sasol’s strategic agenda.
As the Company progressed its plans to strengthen,
grow and transform the business in an evolving global
environment, the Committee remained focused on ensuring
that our Remuneration Policy and outcomes continued to
support the delivery of our strategic objectives, sustainable
performance and long-term value creation.
DR. MARTINA FLÖEL // Chairman of
Remuneration Committee
Dear stakeholders
FY26 marked an important year in the
execution of Sasol’s strategic agenda.
Building on the strategic direction
articulated at the 2025 Capital Markets
Day, Sasol continued to advance its
plans to strengthen, grow and transform
the business, supported by a disciplined
financial framework. Throughout the
year, the Committee carefully considered
progress against these strategic
commitments to ensure that remuneration
outcomes remained aligned with
performance, strategy execution and
sustainable long-term value creation.
During FY26, the Committee focused on:
• Aligning remuneration outcomes with Sasol’s strategic
priorities and long-term value creation objectives.
• Recognising performance across the Group, Business
Units and individual employees.
• Reviewing the Remuneration Policy to ensure continued
alignment with strategy, governance requirements and
shareholder expectations.
• Retaining key and critical talent while maintaining a
disciplined approach to cost management in a challenging
macroeconomic environment.
The Remuneration Committee remains focused on ensuring that our reward
framework supports Sasol’s strategic ambitions, incentivises the achievement
of both short- and long-term priorities, reflects shareholder expectations
and enables the attraction and retention of critical talent. Our unwavering
commitment to safety remains a fundamental consideration in all discussions
relating to performance, behaviour and remuneration outcomes.
In addition to its review of the forward-looking Remuneration Policy detailed
in Part II, the Committee also considered and approved market-related,
competitive remuneration structures for FY27.
As Sasol continued to advance its strategic agenda, the Committee carefully
considered the Group’s performance against agreed targets and assessed
whether performance measures and milestones remained appropriately aligned
with the achievement of Sasol’s priorities over the short- and long-term periods.
Shareholder feedback and engagement
We value the continued engagement and support of our shareholders.
At the 2025 Annual General Meeting, the Remuneration Policy received
93,93% shareholder support, while the Implementation Report received
support of 97,43%.
In June 2026, I, together with management, met with major institutional
shareholders ahead of the FY27 remuneration cycle to discuss policy
developments and remuneration structures. Shareholder feedback was carefully
considered and, where appropriate, incorporated into the FY27 remuneration
framework, further strengthening the alignment between remuneration,
performance and sustainable long-term value creation.
SASOL INTEGRATED REPORT 2026
151
