SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 165
ABOUT SASOL
INTRODUCTION
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
DATA AND ASSURANCE / ADMINISTRATION
REMUNERATION REPORT
PART IV: REMUNERATION IMPLEMENTATION REPORT continued
Pay gap disclosures
Across the globe, there is growing momentum behind pay gap transparency, driven by the perspective that
such disclosures are essential to building a more equitable and inclusive society.
In South Africa, the legacy of historical inequalities continues to shape economic outcomes. Transparent
pay gap reporting is a critical tool in identifying and addressing any disparities and ensuring sustained
focus on pay equity.
In our FY24 report, we disclosed pay gap data aligned with our interpretation of the proposed
requirements under the Companies Amendment Act, 2024. This year, we continue to build on that
foundation, enhancing our disclosures to provide a more comprehensive and meaningful view of
remuneration across the Group.
To ensure consistency and comparability, we report both actual remuneration and target remuneration.
This dual approach allows us to account for macroeconomic factors that influence short- and long-term
incentive outcomes, offering a more stable basis for year-on-year analysis.
The Committee plays a central role in this process, where they monitor and recommend actions to
close pay gaps and foster a culture of fairness and inclusion. In addition, the Committee also considers
horizontal pay gaps and within the South African population, race and gender pay gaps.
Our Pay Gap Disclosure Includes two data sets:
We also include target variable pay awards – the amounts that would be paid if all performance targets for
short- and long-term incentives were fully met. This means that potentially the highest earner data may
differ from the Executive Director and Prescribed Officer (ED/PO) tables, as this reflects actual payments
processed rather than accrued or approved amounts.
Section A: Pay information and pay gap data using actual payroll data as processed
in the periods 1 July 2023 – 30 June 2024 and 1 July 2024 – 30 June 2025.
Data analysis includes all permanent and non-permanent employees but excludes learners who are in
training and receive a stipend. The short-term incentives and long-term incentives processed through the
payroll during FY24 and FY25, are included.
In addition:
• Payments for employees who only worked a portion of the year, are not annualised which means that
where an employee was only employed for one month, we only disclose the one month’s earnings;
• Employer contributions to employee benefit funds as well as leave encashments at service termination,
all allowances and overtime are included; and
• Benefits in kind which include transportation, uniforms, meals on site etc., are excluded.
The data is based on a headcount of 26 279 in FY24 and 25 360 in FY25.
A. Actual earnings and allowances + actual STI + LTI gains
Section A: Actual earnings, in line with the current draft of Section 30B of the Companies Amendment Act,
2024 (not yet enacted).
Highest and lowest actual earnings
Section B: Total target remuneration, as per our internal policy, which smooths out fluctuations in variable
pay and supports more consistent year-on-year comparisons.
Median
R736 226
R761 798
Category
Metric
Average
R910 291
R923 102
Remuneration Levels
– Total remuneration of the lowest paid employee
– Total remuneration of the highest paid employee
Highest actual
earnings
Central Tendencies
– Average total remuneration
– Median total remuneration
Lowest actual
earnings
Pay Equity Indicator
– Ratio of total remuneration of top 5% earners vs bottom
5% earners
REMUNERATION
LEVELS
CENTRAL
TENDENCIES
PAY EQUITY
INDICATOR
R24 369 456
R42 404 442
R20 270
R11 560
FY24
FY25
The year-on-year differences in the highest earnings are caused by variable pay awards at senior
leadership. The year-on-year differences in the lowest earnings relates to employees only being employed
for a portion of the year as well as a difference in their allowances. The change in median and average
earnings relates to a change in headcount at different levels in the organisation.
Ratio of Top 5% vs. Bottom 5%
FY24
Bottom 5%
Sample Size
Average
Lowest
paid
Highest
paid
Average
Median
Transparency and fairness
in pay practices
Ratio
1 313
R200 385
16.60
Top 5%
1 313
R3 326 004
FY25
Bottom 5%
1 268
R201 565
Top 5%
1 268
R3 044 955
15.11
Year on year the gap has closed which is indicative of the lower than inflation increases at management level and above inflation increases at
bargaining unit level.
SASOL INTEGRATED REPORT 2025 164
