SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 151
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
REMUNERATION REPORT
DATA AND ASSURANCE / ADMINISTRATION
PART IV: REMUNERATION IMPLEMENTATION REPORT
This section provides the Implementation Report which results from the decisions taken by the
Committee in terms of the policy. It sets out the relationship between Company performance
and Executive Directors’ and Prescribed Officers’ remuneration outcomes as well as progress
against the MSR.
STI Plan outcomes
The outcomes of the FY25 STI are reflected in the scorecard (refer to page 151) which outlines the results
per KPI. For the five Financial measures, we scored as follows:
• Below threshold for Free Cash Flow/Turnover ratio.
The tables in this section provide information on all amounts received or receivable by members of the
GEC for FY25 (including the President and CEO, Executive Directors and Prescribed Officers).
• Below threshold for Synfuels production volumes.
Remuneration Implementation Report Structure
• Below threshold for Gross Margin.
Incentive Plan outcomes • Group performance targets for STI awards and performance results.
For the People (Safety and Climate) KPIs we scored as follows:
• Performance vs. Corporate performance targets in respect of LTIs
that are due to vest in FY26, as at the end of the performance period
30 June 2025.
• Executive Director Remuneration and Individual Scorecard Outcomes.
Executive Directors and
Prescribed Officers
(tabulated separately)
• Disclosure of remuneration and benefits paid or payable in terms of the
Total Remuneration/Single Figure methodology.
• Included is an estimated value relating to the vesting of LTIs in
FY26, in respect of the performance period ended 30 June 2025.
• Outstanding LTI holdings.
NEDs
• Above target on Hospitalisations (precautionary admissions for observation purposes were excluded).
• Below threshold on Process Safety.
• Between target and stretch performance for Energy Efficiency.
For FY25 STI:
a. The final outcome of the FY25 Group STI scorecard was 57,5%.
b. The fatality penalty as per the approved policy was applied as indicated in the table below:
This resulted in the following final STI scores:
GEC: 54,5%.
• Progress against MSR.
Pay gap disclosure
• Between target and stretch for Cash Fixed Cost Optimisation and Sustenance Capital Management.
• Disclosure of pay gaps for South Africa aligned with the proposed
requirements of section 30A of the Companies Amendment Act, 2024.
• Fees approved for and paid in FY25.
All other STI participants: between 54,5% and 56,5% depending on role category and entity employed.
The individual performance factor was determined based on the assessment of performance outcomes
against the agreed performance contract whereas 100% refers to all objectives having been met, and
>100% would be attributed to performance between targets and stretch levels. For the GEC, the IPF ranged
between 95% and 110%.
Key Remuneration Outcomes
Salary/TGP adjustments
Annual increases below inflation and market related role specific
adjustments were approved for 1 October 2024.
STI:
Outcomes in respect of the Group scorecard as approved by the
Committee for the GEC:
54,5% out of a target of 100% and a maximum opportunity of 150%.
LTI: for the performance
83,93% out of a target of 100% and a maximum opportunity of 200%.
period ending 30/06/2025
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