Integrated_Annual_Report_2026 - Flipbook - Page 180
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 FAIR PAY PRINCIPLES
Pay gap disclosures
We believe that transparent and comparable pay information helps build trust and supports fair pay practices. In South Africa, pay transparency is particularly
important because historical inequalities continue to influence employment outcomes. By reporting our pay gaps, we can identify differences, measure our progress
and remain accountable for improving pay equity.
We have adopted a Global Pay Transparency Framework to create a consistent approach to pay
across Sasol. The framework reflects leading global practices and evolving legal requirements. It also
strengthens how we measure, monitor and report pay equity across our workforce.
REMUNERATION
LEVELS
We began reporting pay gap information voluntarily before the Companies Act came into effect.
We will continue to strengthen our reporting as local and international standards evolve.
To give a balanced view of remuneration, we disclose both actual remuneration and target
remuneration.
Lowest
paid
• Actual remuneration reflects what employees earned during the reporting period.
• Target remuneration includes target short-term and long-term incentive opportunities, assuming
Highest
paid
CENTRAL
TENDENCIES
all performance conditions are achieved.
CATEGORY
METRIC
Remuneration Levels
• Total remuneration of the lowest paid employee
• Total remuneration of the highest paid employee
Central Tendencies
Pay Equity Indicator
Our Pay Gap
Disclosure
Includes three
data sets:
Average
Median
PAY EQUITY
INDICATOR
• Average total remuneration
• Median total remuneration
Reporting both actual and target remuneration measures
reduces the effect of year-to-year changes caused by business
performance, economic conditions and the timing of incentive
payments. It also provides a more consistent basis for comparing
remuneration over time.
Because target remuneration includes future incentive
opportunities, the highest-paid employee for pay gap reporting
purposes may differ from the highest-paid individual disclosed in
the Executive Director and Prescribed Officer remuneration tables.
The Committee oversees pay gap reporting and reviews pay
outcomes in countries where we employ a significant number of
employees (200+). It monitors both vertical and horizontal pay
gaps, including gender and race pay gaps in South Africa, and
oversees actions to address any material differences if required.
We continue to refine our Global Pay Transparency Framework
as regulations and leading practices evolve, including the EU
Pay Transparency Directive. This helps us improve transparency,
strengthen governance and promote fair and equitable
remuneration across all the countries in which we operate.
• Ratio of total remuneration of top 5% earners vs bottom
5% earners
Section A: Actual earnings, in line with
Section 30B of the Companies Act
Transparency and fairness
in pay practices
Section B: Total target remuneration, as per
our Remuneration Policy, which smooths out
fluctuations in variable pay and supports more
consistent year-on-year comparisons
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Section C: Gender Pay Information and
pay gaps
