Integrated_Annual_Report_2026 - Flipbook - Page 183
INTRODUCTION
SASOL AT A
GLANCE
DRIVING SUSTAINABLE
VALUE CREATION
EXECUTING
STRATEGY
DELIVERING
BUSINESS VALUE
SUMMARISED FINANCIAL
PERFORMANCE
PART III: REMUNERATION FAIR PAY PRINCIPLES CONTINUED
Average and median remuneration
The average and median remuneration disclosures compare the remuneration of male and
female employees across the organisation. Remuneration is the same definition as used for
the pay gap ‘actual’ remuneration calculation which includes actual remuneration earned
during the period, inclusive of benefits, allowances, overtime and incentives calculated on the
“target” as stated in the policy and not the actual incentives earned for the period.
Average and median remuneration for both male and female employees increased over
the reporting period in line with annual remuneration adjustments. Differences between
the average and median remuneration of male and female employees reflect the overall
composition of the workforce across roles and organisational levels.
Average
FY26
1 035 129
FY25
1 011 291
FY24
978 120
1 074 696
1 072 469
1 017 493
Median
FY26
779 135
901 606
FY25
756 324
877 719
FY24
720 771
833 594
Female
Male
Taken together, the gender representation, pay quartile and remuneration data indicate
that female representation has improved over the reporting period and remains relatively
consistent across the organisation's pay structure. While differences remain in average and
median remuneration, these measures should be considered in the context of workforce
composition and the distribution of employees across organisational levels. We continue
to monitor these indicators as part of our broader remuneration governance and talent
management framework.
SASOL INTEGRATED REPORT 2026
182
CORPORATE
GOVERNANCE
SUSTAINABILITY
REPORT
REMUNERATION
REPORT
ASSURANCE /
ADMINISTRATION
