Integrated_Annual_Report_2026 - Flipbook - Page 155
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 II: SECTION A – REMUNERATION POLICY
Overview of remuneration elements
Subject to shareholder approval being
obtained under section 30A of the
Companies Act, this Remuneration Policy
will operate on a forward-looking basis for
FY27 to FY29, and will remain subject to
periodic review by the Committee to ensure
that it remains fit for purpose.
Where the Committee determines that a material amendment to
this policy is necessary before the three-year approval cycle lapses,
such amendment will be disclosed and the revised Remuneration
Policy will be resubmitted to shareholders for fresh approval prior
to implementation.
The Committee is responsible for determining whether a proposed
amendment is material, considering its likely effect on remuneration
outcomes and shareholder expectations.
This Remuneration Policy is designed to operate as an enduring
framework setting out the Group’s policy on remuneration, with detail
specific to each financial year disclosed separately in Part III, the
Implementation Report, for the relevant financial year.
Part II is divided into two sections: Section A sets out the Policy
principles applicable to executive management; Section B sets out
the Policy principles for the wider workforce.
EXECUTIVE
REMUNERATION
Fixed Pay
Benefits and Allowances
Base salary or Total Guaranteed Package (TGP) is offered
depending on location. TGP (in SA) includes the base salary and
the cost of all employer contributions to approved benefit funds.
Benefits include, but are not limited to, membership of a retirement
Broad pay bands are set with reference to location and sector
median benchmarks that reflect the complexity, scope and scale
of our business to ensure that we attract and retain the employees
required to drive the Group’s strategic objectives.
• Informed by market practice, Executives can structure a car
The Committee approves the cost of annual increases after
considering market and economic data as well as affordability.
TO BE UPDATED
Individual increases are approved by the Committee (for Prescribed
Officers) and the Board (for the Executive Directors and the
Company Secretary) having regard to the benchmarks, budgets
and individual performance.
plan, healthcare, and risk cover which in some cases may be partly
subsidised by the Company.
allowance from their TGP, or a dedicated Company-owned
vehicle may be provided, depending on location.
• Leave benefits are globally aligned and unused leave is paid out
at service termination.
• Additional benefits and allowances are offered to employees on
expatriate assignments.
• A chauffeur service is available for business travel and occasional
private use and taxed accordingly.
Application
Application
Salaries are paid monthly in all jurisdictions, except in the
United States where bi-weekly payments are processed. In
Germany, annual salaries are divided by 13 to enable payment
of a 13th cheque in November.
Benefits are designed in accordance with the relevant market
practice for each jurisdiction within which we operate.
Annual salary increases are effective 1 October. Market or
internal equity adjustments are approved when considered
appropriate.
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Benefits are offered for retirement, for reasons of sickness,
including health insurance, temporary and permanent disability,
incapacity, or death.
