Integrated_Annual_Report_2026 - Flipbook - Page 161
INTRODUCTION
SASOL AT A
GLANCE
DRIVING SUSTAINABLE
VALUE CREATION
EXECUTING
STRATEGY
DELIVERING
BUSINESS VALUE
SUMMARISED FINANCIAL
PERFORMANCE
CORPORATE
GOVERNANCE
PART II: SECTION A – REMUNERATION POLICY CONTINUED
Termination arrangements applicable to Group Executive Committee (GEC) including Executive Directors
and Prescribed Officers
REMUNERATION
VOLUNTARY TERMINATION
INVOLUNTARY TERMINATION
Policy component
ie, resignation, mutually agreed separation
ie, retrenchment, redundancy, retirement or other
reasons included under the definition of ‘good leaver’
as stipulated in the Sasol LTI Plan Rules (2022)
Payable up to the last day of service including
the notice period either in exchange for service
or in lieu of the notice period.
Payable up to the last day of service including a
three-to-six month notice period.
Health
insurance
Benefit continues up to the last day of service.
Benefit continues up to the last day of service;
SA employees who qualify for the post-retirement
subsidy continue to receive the employer’s
contribution on condition that they remain a member
of the employer plan.
Retirement
and risk plans
Employer contributions are paid up to the last day of service. In most countries, the employee is entitled to
the full value of the investment fund credit and any returns thereon; alternatively benefits under (now closed)
Defined Benefits Funds in our European operations.
Severance
payments
Subject to Committee or Board approval, an
ex gratia separation package may be agreed
upon and will be disclosed in the Implementation
Report.
A severance package calculated with reference
to either the entity policy or framework, or local
statutory requirements. Any packages paid out will
be disclosed accordingly.
STI
If the Executive resigns on or after 30 June,
there is an entitlement for consideration of
the STI which may have been approved for
the previous financial year, subject to the
achievement of performance targets.
Provided the employee was employed for a period of
at least three months of the financial year, a pro-rata
incentive may be considered for the period in service
during that financial year subject to an incentive
being approved for the rest of the workforce in that
OME or location.
LTI
All unvested LTIs are forfeited.
All vesting conditions remain unchanged. In the case
of death, vesting is accelerated.
Base salary
or TGP
The Committee, considering the interests of shareholders and the Company, retains the discretion to make decisions which align with
the remuneration philosophy, including in respect of the treatment of good and bad leavers. No additional payments are made for loss of
office or change of control of the Company.
SASOL INTEGRATED REPORT 2026
160
SUSTAINABILITY
REPORT
REMUNERATION
REPORT
ASSURANCE /
ADMINISTRATION
