Rand Water | Integrated Annual Report 2025

INTEGRATED ANNUAL REPO

Rand Water participates in salary, benefits and ad-hoc surveys in line with business requirements and budget availability.

Rand Water uses market benchmark data to establish a Rand Water remuneration structure that is market-related and competitive. Rand Water may benchmark individual positions if this is deemed to be necessary. Where applicable, Rand Water will participate in surveys related to specific jobs, from time to time and will also participate in Executive Surveys. 4. Guaranteed Pay

4.1 Employee categories

Bargaining Unit - Hay Bands H-N

The organisation operates a dual system for the administration of guaranteed or fixed earnings. Employees in the Bargaining Unit (Hay Band H-N) are remunerated on a basic-plus-benefits basis. The annual increases are determined through the Amanzi Bargaining Council and Rand Water’s Central Bargaining Forum. These increases are agreed upon at the sector level between all Water Boards and the recognised labour unions.

Management Hay Bands O-Q

The management category (Hay Band O-Q) is remunerated on a Total Cost to Company dispensation where some flexibility is provided for in the structuring of the packages.

Group Chief Executive and Executive Committee (EXCO)

The Group Chief Executive and Executive Committee Members (EXCO) are remunerated on a Total Cost to Company remuneration dispensation. Package increases for the Group Chief Executive and Executive Committee Members (EXCO) are recommended by the Human Resources and Remuneration Committee for final approval by the Board of Rand Water. 4.2 Annual increases - 2024/2025 Financial Year Annual salary increases for Bargaining Unit employees are negotiated through the Sectoral Bargaining Council, known as the Amanzi Bargaining Council. Annually REMCO grants management the mandate to negotiate at the Bargaining Council and management provides regular feedback on the progress of these engagements. For the 2024/2025 increase cycle, Bargaining Unit employees received a 7% salary increase, in line with the agreement reached at the Bargaining Council. For the 2024/2025 increase period, managerial and senior professional employees received a cost-of-living adjustment of 6% based on CPI.

The Group Chief Executive received a 4.5% increase, while members of the Executive Committee received a 6% increase.

4.3 Pay gap disclosure

Rand Water has historically granted increases at a higher percentage to employees in the Bargaining Unit than those granted for senior employees. This position, whilst proposed by organised labour in the pursuit of closing the wage gap, has been supported by management due to our commitment to ensuring that our employees’ remuneration is commensurate with the effort and impact of their work. This practice is over and above our commitment to complying with the “equal pay for work of equal value’’.

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Rand Water | Integrated Annual Report 2025