SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 157
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
DATA AND ASSURANCE / ADMINISTRATION
REMUNERATION REPORT
PART IV: REMUNERATION IMPLEMENTATION REPORT continued
Executive Directors
A. Executive Directors’ remuneration and benefits
S Baloyi3
WP Bruns4
FR Grobler5
HA Rossouw6
VD Kahla
Executive director
2025
R’000
2024
President
and CEO
(from
1/4/2024)
R’000
Salary
Risk and Retirement funding
Vehicle benefit
Healthcare
Taxable fringe benefits
12 514
1 276
300
160
96
2 503
385
75
36
7
5 982
788
–
147
17
–
–
–
–
–
–
–
–
–
–
10 615
–
–
117
55
8 499
382
–
147
606
8 216
388
–
132
570
1 336
151
–
–
–
7 901
894
–
–
38
Total salary and benefits
14 346
3 006
6 934
–
–
10 787
9 634
9 306
1 487
8 833
11 213
353
1 473
2 675
3 984
387
–
–
–
–
4 882
5 492
4 360
3 569
2 579
2 794
–
–
2 804
–
25 912
7 154
11 305
–
–
21 161
17 563
14 679
1 487
11 637
Annual short-term incentive
Long-term incentive gains2
1
Total annual remuneration
2025
Appointed
1 Sept
2024
R’000
2024
R’000
2025
R’000
2024
President
and CEO
until
31/3/2024
R’000
2025
R’000
2024
R’000
2025
R’000
2024
R’000
Notes
1
Short-term incentives approved based on the Group results
for FY25 and payable in the FY26 financial year. Incentives
are calculated as a percentage of total guaranteed package/
base salary as at 30 June 2025 x role category % x [(Group STI
achievement x 80%) + (Individual Performance Achievement
x 20%)] – fatality penalty.
2
Long-term incentives gains for 2025 includes the Restricted
LTI awards made on 4 December 2020 and the annual and
on-appointment LTI awards made between 6 September 2022
and 10 November 2022. The illustrative amount is calculated
in terms of the number of LTIs x Corporate performance target
achieved where relevant (between 84% and 95%) x June 2025
average share price. The actual vesting date for the awards is
between 6 September 2025 and 4 December 2025 subject to the
company being in an open period. Dividend equivalents accrue
at the end of the vesting period, to the extent that the LTIs vest.
50% of the vested LTIs and accrued dividends will be released
in 2026 and the balance in 2028, subject to the rules of the LTI
plan. As there are no further performance conditions attached to
the balance of the 50%, the full amount is disclosed in the single
figure table.
3
Mr Baloyi was appointed as President and CEO from
1 April 2024. His prior year remuneration was apportioned
between his 9 months’ service as a Prescribed Officer and
3 months’ service as President and CEO.
4
Mr Bruns was appointed as CFO from 1 September 2024.
His current remuneration has been apportioned in respect of his
10-month service as an Executive Director.
5
Mr Grobler stepped down from the position of President and
CEO on 31 March 2024.
6
Mr Rossouw stepped down as executive director and CFO
effective 31 August 2024. All unvested LTIs were forfeited upon
his resignation.
B. Unvested LTI holdings (number and intrinsic value) for 2025
S Baloyi
HA Rossouw
Number
Intrinsic
value1
R’000
Balance at beginning of the year
Awards granted2
Change in value1
Effect of corporate performance targets
Dividend equivalents
Awards settled3
Awards forfeited4
Effect of changes in Executive Directors
79 004
152 150
–
(1 988)
6 543
(18 191)
–
–
Balance at the end of the year
217 518
VD Kahla
Number
Intrinsic
value1
R’000
10 910
22 509
(14 930)
(196)
646
(1 807)
–
–
76 820
–
–
–
–
–
(76 820)
–
17 132
–
WP Bruns
Number
Intrinsic
value1
R’000
Number
Intrinsic
value1
R’000
10 609
–
(40)
–
–
–
(10 569)
–
180 870
65 915
–
(3 420)
7 909
(28 498)
–
–
24 978
9 751
(14 939)
(338)
781
(2 687)
–
–
–
110 950
–
(392)
2 241
(6 027)
–
60 986
–
14 885
(9 555)
(39)
221
(689)
–
8 390
–
222 776
17 546
167 758
13 213
SASOL INTEGRATED REPORT 2025 156
Notes
Intrinsic values at the beginning and end of the year have been
determined using the closing price of:
30 June 2025 R78.76.
30 June 2024 R138.10.
Change in intrinsic value for the year results from changes
in share price.
2
LTIs granted on 26 August 2024 and 15 November 2025
(WP Bruns Only).
3
Long-term incentives settled represent long-term incentives
that vested with reference to the group results for 2024 that
was settled in the 2025 financial year. The difference between
the long-term incentive gains disclosed in 2024 and the amount
settled in 2025 is due to difference in actual share price at
vesting date and the share price at date of disclosure. 50% of
the award that vested in 2025 is still subject to a continued
employment period of two years.
4
Mr Rossouw resigned effective 31 August 2024. In terms of the
LTI plans rules his awards lapsed on resignation.
1
