Integrated_Annual_Report_2026 - Flipbook - Page 165
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 III: REMUNERATION IMPLEMENTATION REPORT
This section presents the Implementation
Report, which reflects the decisions taken by
the Committee in accordance with the FY26
Remuneration Policy during the financial
year ended 30 June 2026. It outlines the
relationship between Company performance
and the remuneration outcomes of the Executive
Directors and Prescribed Officers, as well as
progress against the Minimum Shareholding
Requirement (MSR). The FY26 Policy
parameters are included in the Remuneration at
a glance section.
The Committee confirms that remuneration outcomes
for FY26 were determined in compliance with the
Remuneration Policy approved by shareholders at
the previous AGM on 14 November 2025, and there
were no deviations from the policy during the period
under review.
The tables in this section provide details of all
remuneration received or receivable by members of
the Group Executive Committee (GEC) during FY26,
including the President and Chief Executive Officer,
Executive Directors and Prescribed Officers.
Overview of the Implementation Report
• Group STI targets and performance outcomes.
• Performance against Corporate Performance Targets (CPTs) applicable to LTIs due to vest in FY27, based on the
Incentive Plan
outcomes
performance period ended 30 June 2026.
• Individual Performance Scorecard outcomes for Executive Directors.
Executive Directors
and Prescribed Officers
(tabulated separately)
• Remuneration, performance and benefits paid or payable, disclosed in accordance with the Total Earned Remuneration/
Single Figure methodology.
• Includes the estimated value of LTIs expected to vest in FY27 in respect of the performance period ended
30 June 2026.
• Outstanding LTI holdings.
• Progress against the Minimum Shareholding Requirement (MSR).
Pay gap disclosure
• Pay gap disclosures for South Africa, aligned with the requirements of section 30B of the Companies Act.
NEDs
• Fees approved for and paid in FY26.
Key Remuneration Outcomes
Salary/TGP
adjustments
The cost of bargaining unit annual salary increases was as follows: South Africa: average across the Chemicals, Petroleum
and Mining Sectors: 5,5%; Germany: 0% (negotiated agreement to defer to 2027); Italy: 0,86%; Mozambique: 5,6%.
Implementation dates vary in accordance with collective bargaining agreements.
The cost of non-bargaining unit annual salary increases, including, market adjustments where applicable effective
1 October 2025: SA: 4,13%, US: 1,73%, Germany: 1,72%, Italy: 1,81%, Mozambique: 4,31%.
The Committee reviewed the remuneration of the members of the Group Executive Committee and determined that, for
certain Executive Officers, guaranteed remuneration was materially below the level typically observed for comparable
roles in the relevant markets. Accordingly, the Committee approved remuneration adjustments to reposition these
executives’ remuneration more appropriately within the market, taking into account the scope and complexity of their
roles, individual performance and sustained contribution to the delivery of the Group’s strategic objectives. The Committee
recognises that the executive salary adjustments approved during the year exceeded the average salary increase awarded
across the broader organisation. These adjustments were made following a review of external market competitiveness
and reflected the need to address accumulated market positioning gaps in specific executive roles. While market
benchmarking remains an ongoing component of the remuneration governance framework, the Committee expects future
adjustments to be more closely aligned to normal annual remuneration review practices unless material market positioning
considerations arise. The Committee carefully considers internal pay relativity, affordability and shareholder expectations
before approving the adjustments.
Detailed information is included in the tables on page 172
STI
STI outcomes in respect of the Group STI scorecard as approved by the Committee:
• 95,5% out of a target of 100% and a maximum opportunity of 150%, before the application of the Fatality Penalty which
for the Executive Officers was six percentage points.
• STI outcomes for levels below the GEC varied between 89,5% and 93,5% (after application of the fatality penalty).
LTI
For the period ended 30 June 2026, performance against the applicable Corporate Performance Targets resulted in an
outcome of 72% against a target of 100% and a maximum opportunity of 200%.
SASOL INTEGRATED REPORT 2026
164
