SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 142
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
REMUNERATION REPORT
DATA AND ASSURANCE / ADMINISTRATION
PART III: SECTION A – EXECUTIVE REMUNERATION POLICY (INCLUDING NEDS)
Overview of remuneration elements
In this section of the report, we provide a comprehensive overview of the Remuneration Policy elements applicable to our Executive Directors and Prescribed Officers as well as the fees paid
to Non-executive Directors.
REMUNERATION – SECTION A
EXECUTIVE
REMUNERATION
Fixed Pay
Benefits and Allowances
Base salary or total guaranteed package (TGP)
depending on location. TGP (in SA) includes the
base salary and the cost of all employer
contributions to approved benefit funds.
Benefits include, but are not limited to,
membership of a retirement plan, healthcare,
and risk cover which in some cases are partly
subsidised by the Company.
Broad pay bands are set with reference to
location and sector median benchmarks that
reflect the complexity, scope and scale of our
business to ensure that we attract and retain
the employees required to drive the Group’s
strategic objectives.
• Informed by market practice, Executives
can structure a car allowance from their
TGP, or a dedicated Company-owned vehicle
may be provided, depending on location.
The Committee approves the cost of annual
increases after considering market and
economic data as well as affordability.
• Leave benefits are globally aligned
and unused leave is paid out at service
termination (capped depending on location).
Individual increases are approved by the
Committee or the Board (for the Executive
Directors and the Company Secretary)
considering the benchmarks and performance.
• Additional benefits and allowances are
offered to employees on expatriate
assignments.
• A Chauffeur service is available for private use
and taxed accordingly.
Application
Application
Salaries are paid monthly in all jurisdictions,
except in the United States where bi-weekly
payments are processed. In Germany, annual
salaries are divided by 13 to enable payment
of a 13th cheque in November.
Benefits are designed in accordance with the
relevant market practice to each jurisdiction
within which we operate.
Employees who are promoted are considered
for salary adjustments as justified. Market
adjustments are considered for purposes of
internal equity and external competitiveness.
Annual salary increases are applicable effective
1 October for employees outside of collective
bargaining structures and either July or April
for employees within bargaining structures.
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Benefits are offered for retirement, for
reasons of sickness, disability, or death.
Beneficiaries of employees who pass away
while in service receive an additional
insurance payout. The quantum depends on
the retirement plan selected.
