Integrated_Annual_Report_2026 - Flipbook - Page 175
INTRODUCTION
SASOL AT A
GLANCE
DRIVING SUSTAINABLE
VALUE CREATION
EXECUTING
STRATEGY
DELIVERING
BUSINESS VALUE
SUMMARISED FINANCIAL
PERFORMANCE
CORPORATE
GOVERNANCE
REMUNERATION
REPORT
SUSTAINABILITY
REPORT
ASSURANCE /
ADMINISTRATION
PART III: REMUNERATION IMPLEMENTATION REPORT CONTINUED
Prescribed Officers
A. Prescribed Officers’ total earned remuneration
V Bester1
AGM Gerber2
C Herrmann2,3
AT Makgala4
CK Mokoena5
SD Pillay1
SL Siyaya6
2026
R’000
2025
R’000
2026
R’000
2025
R’000
2026
R’000
2025
R’000
2026
R’000
2025
R’000
2026
R’000
2025
R’000
2026
R’000
2025
R’000
2026
R’000
Salary
7 156
6 044
10 186
9 375
8 118
7 969
4 433
–
1 821
6 915
6 011
5 039
Risk and retirement funding
1 086
920
796
873
645
595
762
–
–
327
939
795
–
–
146
308
248
252
–
–
–
–
150
130
121
115
104
230
224
55
–
45
174
130
Prescribed officers
Vehicle benefit
Healthcare
Other benefits8
H Wenhold7
2025
R’000
2026
R’000
2025
R’000
4 598
–
1 192
6 288
536
–
–
824
150
–
–
–
–
121
158
–
21
121
112
100
41
217
3 772
2 634
11 352
–
10
72
61
11
11
–
5
34
Total salary and benefits
8 484
7 185
11 284
10 877
13 013
11 674
16 602
–
1 876
7 488
7 291
6 116
5 303
–
1 218
7 267
Annual short-term incentive9
6 578
3 549
7 389
4 867
5 355
3 894
3 550
–
3 503
3 637
5 190
3 072
3 374
–
4 369
3 439
Long-term incentive gains10
2 110
119
–
–
3 824
637
–
–
7 168
2 931
503
947
2 642
–
6 917
671
Total annual remuneration
17 172
10 853
18 673
15 744
22 192
16 205
20 152
–
12 547
14 056
12 984
10 135
11 319
–
12 504
11 377
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.
2
Ms Gerber and Mr Herrmann are employed on German employment contracts and paid in Euros. The conversion to ZAR has been done using the monthly average of daily closing rates.
3
Expatriate benefits in South Africa are offered and grossed up as appropriate. Other Benefits include accommodation, home leave allowance and transportation offered under the Expatriation policy.
4
Ms Makgala was appointed as EVP: People, SHE, Risk and Corporate Affairs on 1 October 2025. Other Benefits include a staggered buy-out arrangement in respect of incentives forfeited (R5,4m) when she resigned from her previous employer as well as relocation expenses (R0,4m) paid in terms of the
policy. A non-taxable payment to her previous employer with respect to a work back agreement is included in the amount to the value of R5,4m. The Sasol buy-out agreement for all payments is linked to a work-back period..
5
Ms Mokoena stepped down as prescribed officer on 30 September 2025 after reaching the Sasol retirement age for group executives.
6
Mr Siyaya was appointed as EVP: Mining on 1 September 2025. Remuneration is disclosed for the period since appointment.
7
Mr Wenhold stepped down as a prescribed officer on 31 August 2025 after reaching the Sasol retirement age for group executives.
8
Other Benefits include security services, long service awards, private travel and other once off costs on which fringe benefit tax is levied where required.
9
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).
10 Long-term incentives gains for 2026 includes the Renewable energy (RE) grant awards made during financial year 2021 (where measurement was postponed to 31 December 2026 but the performance condition has already been met), the annual and on-appointment awards made in 2023 and
Restricted LTI award made in September 2021. The illustrative amount is calculated in terms of the number of LTIs x Corporate performance target achieved where relevant (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.
SASOL INTEGRATED REPORT 2026
174
