SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 166
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
REMUNERATION REPORT
DATA AND ASSURANCE / ADMINISTRATION
PART IV: REMUNERATION IMPLEMENTATION REPORT continued
Section B: Pay information and pay gap data using actual payroll data fixed,
and contingency pay, and target incentive amounts; for the periods 1 July 2023 –
30 June 2024 and 1 July 2024 – 30 June 2025.
The difference in the data included in this section, is as a result of the following principles differently
applied than in Section A:
• Variable pay amounts are set at the target levels for different role categories and not the actual amounts
processed; this approach eliminates substantial year-on-year changes in variable pay amounts which
improves, in our view, tracking of the pay gaps;
• The earnings data for non-permanent employees are excluded; and
• The earnings for employees who worked for less than one year, are annualised.
This data set is based on a headcount of 25 758 in FY24 and 24 941 in FY25.
B. Actual earnings and allowances + target STI + target LTI
Highest and lowest actual earnings
Median
R804 558
R843 778
Average
R1 007 164
R1 056 268
Highest actual
earnings
R53 088 238
R56 446 406
Lowest actual
earnings
R172 383
R165 176
FY24
FY25
Ratio of Top 5% vs. Bottom 5%
FY24
Bottom 5%
Sample Size
Average
Ratio
1 287
R350 647
10.71
Top 5%
1 287
R3 756 555
FY25
Bottom 5%
1 247
R375 215
Top 5%
1 247
R3 901 037
10.40
Year on year the gap has closed due to refinements in the pay mix design and the lower than inflation increases at management level and
above inflation increases at bargaining unit level.
SASOL INTEGRATED REPORT 2025 165
