Integrated_Annual_Report_2026 - Flipbook - Page 173
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 CONTINUED
Executive Directors
A. Executive Directors’ total earned remuneration
S Baloyi1
WP Bruns1,2
HA Rossouw3
VD Kahla
Executive Director
2026
R’000
2025
R’000
2026
R’000
2025
Appointed
1 Sept 2024
R’000
Salary
16 293
12 514
7 608
5 982
8 793
8 499
–
1 336
1 590
1 276
1 002
788
404
382
–
151
Vehicle benefit
300
300
–
–
–
–
–
–
Healthcare
192
160
187
147
158
147
–
–
Other Benefits4
271
96
50
17
676
606
–
–
Risk and retirement funding
2026
R’000
2025
R’000
2026
R’000
2025
R’000
Total salary and benefits
18 646
14 346
8 847
6 934
10 031
9 634
–
1 487
Annual short-term incentive5
20 721
11 213
7 454
3 984
6 546
4 360
–
–
Long-term incentive gains6
3 499
353
3 990
387
11 117
3 569
–
–
Total annual remuneration
42 866
25 912
20 291
11 305
27 694
17 563
–
1 487
Notes
1
The Remuneration Committee approved market-related salary adjustments, where appropriate and in line with the Policy, in addition to annual
salary increases, to support the continued competitiveness of the Group’s remuneration structure. See page 164 for more detail.
2
Mr Bruns was appointed as CFO and Executive Director from 1 September 2024. The disclosed prior year remuneration is thus apportioned.
3
Mr Rossouw stepped down as executive director and CFO effective 31 August 2024. All unvested LTIs were forfeited upon his resignation.
4
Other Benefits include security services, long service awards, private travel and other once off costs on which fringe benefit tax is levied
where required.
5
Short-term incentives approved based on the Group results for FY26 and payable in the FY27 financial year. Incentives are calculated as a
percentage of total guaranteed package/base salary as at 30 June 2026 X role category % X ((Group STI achievement x 80%) + (Individual
performance achievement X 20%) – fatality penalty).
6
Long-term incentives gains for 2026 includes the Renewable energy (RE) grant awards made during financial year 2021 (where measurement
was postponed to a day no later than 31 December 2026), the annual and retention (Mr Bruns) awards made in August 2023 and EVP
Restricted (RLTI) award made in September 2021. The illustrative amount is calculated in terms of the number of LTIs x Corporate performance
target achieved where relevant (RLTI and RE: 100%; CPT: 72%) x June 2026 average share price. The actual vesting date for the awards is
between 28 August 2026 and 27 September 2026 subject to the company being in an open period. Dividend equivalents accrue at the end
of the vesting period, to the extent that the LTIs vest. 50% of the vested LTIs and accrued dividends will be released in 2026 and the balance in
2028, subject to the rules of the LTI plan. As there are no further performance conditions attached to the balance of the 50%, the full amount is
disclosed in the total earned remuneration table.
B. Executive directors’ unvested LTI holdings (number & intrinsic value) for 2026
S Baloyi
Number
WP Bruns
Intrinsic
value2
R’000
Number
VD Kahla
Intrinsic
value2
R’000
Number
Intrinsic
value2
R’000
Balance at beginning of the year
217 518
17 132
167 758
13 213
222 776
17 546
Awards granted1
185 812
23 275
85 680
10 732
82 511
10 335
17 933
Change in value2
–
24 162
–
16 579
–
Effect of corporate performance targets
(1 116)
(155)
(324)
(45)
(3 001)
(418)
Dividend equivalents
1 129
157
1 821
254
9 570
1 333
Awards settled3
(11 734)
(1 263)
(11 323)
(1 351)
(66 571)
(7 076)
Awards forfeited
–
–
–
–
–
–
Effect of changes in Executive Directors
–
–
–
–
–
–
391 609
63 308
243 612
39 382
245 285
39 653
Balance at the end of the year
Notes
1
LTIs granted on 8 September 2025.
2
Intrinsic values at the beginning and end of the year have been determined using the closing price of:
30 June 2026 R161,66
30 June 2025 R78,76
Change in intrinsic value for the year results from changes in share price.
3
Long-term incentives settled represent long-term incentives that vested with reference to the group results for 2025 that was settled in the
2026 financial year. The full amount of the remaining 50% that vested in the current year is disclosed in the total earned remuneration table. It also
included the second tranche of awards which partially vested in 2023 (on which there were no further performance conditions thereafter for the
balance of the award) and the restricted LTI awards, both granted in 2021. The difference between the long-term incentive gains disclosed in 2025
and the amount settled in 2026 is due to difference in actual share price at vesting date and the share price used in the previous disclosures.
SASOL INTEGRATED REPORT 2026
172
