SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 150
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
DATA AND ASSURANCE / ADMINISTRATION
REMUNERATION REPORT
KEY PRINCIPLES OF SASOL’S REMUNERATION POLICY FOR THE WIDER WORKFORCE continued
REMUNERATION – SECTION B
Fatality Penalty Policy
TGP
OR BASE
SALARY
SHORTTERM
INCENTIVES
Group STI
(with fatality penalty)
Generally position at the
50th percentile of the market
LONGTERM
INCENTIVES
The fatality penalty, subject to co-determination agreements, is extended to all our employees. This means
that there is a deduction of at least one percentage point from the final short-term incentive score for
every fatality. Further differentiation is in terms of the level of the employee position, and the OME where
the fatality occurred as indicated in the following table:
Standard penalty applied
on the group score:
All employees (a)
% penalty per fatality
(max 20%)
Additional penalty:
Applied to employees
in the BU/OME2 where
the fatality has occurred
(b) (in addition to (a))
% penalty per fatality
(max 20%)
Total max penalty
per fatality (= a+b)
(max 20%)
EVP
3%
0%
3%
SVP
1%
2%
3%
VP
1%
2%
3%
Expertise
1%
1,5%
2,5%
Specialisation
1%
1,5%
2,5%
Optimisation1
1%
1%
2%
1%
1%
2%
Performance and
Restricted LTIs
Role category
Benchmarking
My Incentive Plan (MIP)
(operations employees)
Remchannel (SA), KornFerry
and others (International)
Adjustments
Based on CPI, affordability and
market movements
Production Bonus Plan Mining
(non-managerial)
Employee Share Savings Plan
(SA)
1
Execution and lower
1
2
Subject to co-determination agreement.
OME refers to OME, Cluster or Function within the Mining, Energy Business, Chemicals Business or Corporate Centre (incl. ecoFT).
Supervisory, Operational and General Workers
For supervisory, operational and general workers, remuneration is guided by collective agreements where
applicable. Entry-level salaries are benchmarked to ensure alignment with living wage standards and
mostly exceed minimum sectoral agreements in South Africa. All employees mostly participate in Sasol’s
benefit structures.
Non-financial benefits vary by location and are not included in minimum salary disclosures.
Incentive structures for these employee groups are tailored to operational realities. Underground mining
employees participate in a redesigned production bonus plan focused on safe production. Operational
employees below supervisory levels are included in the “My Incentive Plan,” which rewards safe production
volumes. All other employees participate in the Group STI plan.
Incentive plans include:
A Mining Production Bonus Plan (redesigned for simplicity and safety focus).
A ‘My Incentive Plan’ for operational employees (Southern Africa only) below supervisory level.
A Group STI Plan for all other employees.
SASOL INTEGRATED REPORT 2025 149
