SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 138
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
DATA AND ASSURANCE / ADMINISTRATION
REMUNERATION REPORT
PART I: REMUNERATION AT A GLANCE continued
REMUNERATION POLICY SUMMARY
The following tables provide summarised information pertaining to the different pay components of our Remuneration Policy:
Component
Minimum shareholding requirement (MSR) % of annual pensionable remuneration
(at time of appointment)
Strategic intent/design principles
• Attraction and retention of employees.
FIXED PAY
AND BENEFITS
SHORT-TERM
INCENTIVES
• Internal equity and external sector-competitiveness.
• President and CEO: 300%.
• Recognition of experience, competence and performance which informs a
distribution around the market median.
• Group Chief Financial Officer: 200%.
• Benefits are designed to be geographically and role-appropriate. Employees are
expected to participate in private or state provided health insurance plans which
in some cases are enhanced through top-up plans. Health insurance costs for
lower level employees are subsidised through employer contributions. All our
employees can participate in a retirement and risk fund which in all cases include
an employer contribution.
• Vested LTIs to be retained (after settlement of taxes), and not sold, until the MSR is achieved.
• Promote value creation through safe and sustainable performance informed by
financial and non-financial key priorities measured at group and individual levels.
• Other Executive Directors and Prescribed Officers: 100%.
• 18-months post-cessation shareholding requirements are in place. The final MSR has to be retained for
12 months and 50% for a further 6 months thereafter.
Remuneration outcomes
Component
• Fatality penalties are applied on short-term incentive outcomes.
Pay outcomes
FY25
• Employees not included in collective bargaining units.
• Attraction and retention of senior employees and employees with scarce skills
and/or critical roles.
LONG-TERM
INCENTIVES
FY25
The following detail provides a snapshot of the outcomes of pay decisions which were taken
by the Committee:
• Annual salary increases granted were below inflation (October 2024)
SA: 3,00%; US: 2,00%, Germany: 2,00%.
• Alignment with shareholders’ long-term value creation.
• Vesting periods support retention efforts and longer-term decision making.
FIXED PAY
AND BENEFITS
• Vesting conditions include a combination of time and performance criteria.
• Minimum shareholding and post-cessation shareholding requirements for
Executive Directors and Prescribed Officers promote long-term decision making.
• Employees covered by collective bargaining/co-determination agreements.
• Increases in most jurisdictions are determined under multi-year agreements which
either come to an end in FY25 or in FY26.
• SA: average 6,5%; Germany: 2% in September 2024 and 4,85% in April 2025;
Italy: 1,0% in four tranches; Mozambique: 5,6%. Implementation dates vary
according to agreements.
Eligibility and frequency of payment/settlement
• For senior leaders (239 at year-end), the STI is calculated as follows:
FIXED PAY
AND BENEFITS
• TGP or Base Salary x Target Incentive % x (Group 80% + IPF2 20%) less fatality
penalty (CEO modifier may be applied to the Group Score).
• All permanent and non-permanent employees are paid on a monthly basis except
in the USA where payments are made bi-weekly in line with market practice.
• For all other employees, the STI is calculated as follows:
SHORT-TERM
INCENTIVES1
SHORT-TERM
INCENTIVES1
• Permanent employees excluding some mining employees and operations
employees, who below supervisory level participate in the My Incentive Plan,
participate in an annual short-term incentive plan. Subject to approval, payments
are processed in September.
• The following percentages reflect the FY25 Group STI outcome:
• Members of the GEC: 54,5% (out of 100%).
• Rest of participants between 54,5% and 56,5% depending on the role category
and entity in which employees are employed (out of 100%).
• In Mining (surface and underground), for non-managerial employees, we have a
safe production bonus plan in place. Subject to meeting targets, payments are
processed monthly.
• Annual awards are made for employees in senior management and leadership roles.
LONG-TERM
INCENTIVES1
LONG-TERM
INCENTIVES1
• Quarterly awards are made in cases of new appointments or promotions to
eligible levels.
• Dividend equivalents are awarded at the vesting date(s) to the extent that vesting
targets have been achieved.
• TGP or Base Salary x Target Incentive % x Group STI% x IPF2 % less fatality penalty.
1
2
• 50% of the performance LTIs granted in FY23, subject to corporate performance
targets (CPTs) will vest for the GEC at 83,93% in FY26 calculated over the
performance period 1 July 2022 – 30 June 2025.
• The remaining 50% of the LTIs granted will vest in FY28 subject to continued
employment.
Malus and Clawback Policy and Executive Compensation Recovery Policy apply to all variable pay awards.
IPF – Individual Performance Factor.
SASOL INTEGRATED REPORT 2025 137
