SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 144
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
REMUNERATION REPORT
DATA AND ASSURANCE / ADMINISTRATION
PART III: SECTION A – EXECUTIVE REMUNERATION POLICY (INCLUDING NEDs) continued
Overview of remuneration elements continued
REMUNERATION – SECTION A continued
EXECUTIVE
REMUNERATION
EXECUTIVE
REMUNERATION
VARIABLE
PAY
VARIABLE
PAY
LTI
Application
Minimum Shareholding Requirement (MSR)
Equity- or cash-settled awards are granted annually, where the
underlying value is tied to the market value of a Sasol ordinary share for
Southern African participants or an American Depository Receipt (ADR)
for international participants, subject to vesting conditions.
LTIs form an important part of our reward mix.
MSRs are applicable to all Executive Directors and Prescribed
Officers and are stated as a percentage of annual pensionable
salary on the appointment date, or as reviewed thereafter:
Annual awards are made with reference to a percentage of fixed pay, the
employee’s performance over the preceding year, and the organisation’s
requirement for skills retention.
Vesting of awards is subject to the achievement of Corporate
Performance Targets (CPTs) and/or service criteria.
For the FY25 LTI award a split vesting period of three and five years
applies to performance LTIs. The balance of the LTI award is granted in
the form of restricted shares with a cliff vesting period of five years.
For FY26 the performance LTIs will replace the restricted LTIs, with all
LTIs having a performance-based vesting period of three years.
The split between restricted and performance shares will change as follows from
FY25 to FY26:
FY25
LTI
On-Target
CEO
150%
CFO
125%
GEC
110%
Performance
LTIs
70%
Target award levels as well as the corporate performance
targets are reviewed annually to ensure ongoing market
competitiveness as well as alignment to strategic
priorities over the medium to long term.
The Committee considers the potential impact of windfall
gains/windfall losses at the vesting date.
Employees leaving Sasol’s service for reasons of
dismissal, resignation or mutually agreed separation
forfeit outstanding LTI awards.
For good leavers, referring to service termination for
reasons of retirement, retrenchment, ill-health retain
outstanding awards, vesting conditions remain in place,
subject to Committee discretion.
The target and maximum pay-outs are as follows:
FY26
Restricted
LTIs
30%
Performance
LTIs
100%
FY25
Restricted
LTIs
0%
FY26
LTI
On-Target
Max
On-Target
Max
CEO
150%
263%
150%
300%
CFO
150%
219%
125%
250%
GEC
110%
193%
110%
220%
As a result of a bigger portion of the award being tied to performance targets, the
maximum potential increases commensurately.
SASOL INTEGRATED REPORT 2025 143
• President and CEO: 300%.
• Group Chief Financial Officer: 200%.
• Other Executive Directors and Prescribed Officers: 100%.
Participants are required to retain the vested after-tax shares
until the MSR has been met whereafter they may elect to
either sell or retain the vested shares.
The post-cessation holding requirement applies for a period
of 12 months post service termination. Thereafter, it reduces
to 50% of the MSR for a further six months.
The MSR is stated as a percentage of gross annual
pensionable remuneration at the time of appointment.
Prescribed Officers are allowed a period of six years to attain
the MSR and Executive Directors, a period of five years.
