9 |
Our people |
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9.1 |
Directors' emoluments |
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For further details refer to Annexure 1. |
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9.2 |
Share-based payments |
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Certain employees (including senior executives) of the group receive remuneration in the form of share-based payment transactions, whereby employees render services as consideration for equity instruments (equity-settled transactions) or share appreciation rights (that are classified as cash-settled transactions). Equity-settled and cash-settled share options Equity-settled transactions Under the scheme, executives and selected managers of Tiger Brands Limited and its subsidiaries are offered, on an annual basis, a weighted combination of share appreciation rights, performance shares and restricted shares. All these components are accounted for as equity-settled share-based payments in addition to the black managers participation right scheme. Shares awarded to employees in terms of the rules of the Tiger Brands Long-term Incentive Plan (LTIP) are measured by reference to the fair value at the date on which they are granted. The fair value is determined by an external valuer using a modified version of the Black-Schöles model or Monte-Carlo simulation. The cost of equity-settled transactions is recognised, together with a corresponding increase in equity, over the period in which the service conditions are fulfilled, ending on the date on which the relevant employees become fully entitled to the award (the vesting date). The cumulative expense recognised reflects the extent to which the vesting period has expired and the group's best estimate of the number of equity instruments that will ultimately vest. The income statement charge for a period represents the movement in the cumulative expense at the beginning and end of that period. No expense is recognised for awards that do not ultimately vest, except for equity-settled transactions where vesting is conditional upon a market or non-vesting condition, which are treated as vesting irrespective of whether or not the market or non-vesting condition is satisfied, provided that all other performance and/or service conditions are satisfied. Where an equity-settled award is cancelled (other than forfeiture), it is treated as if it had vested on the date of cancellation, and any unrecognised expenses recognised immediately. If a new award is substituted and designated as a replacement for the cancelled award, the cancelled and new awards are treated as if they were a modification of the original award, as described above. The dilutive effect of outstanding equity-settled options is reflected as additional share dilution in the computation of earnings and headline earnings per share. Cash-settled transactions The cost of cash-settled transactions such as the general employee share option plan portion is measured initially at fair value at the grant date using a modified version of the Black-Schöles model, taking into account the terms and conditions upon which the instruments were granted (refer note 2.4). This fair value is expensed over the period until vesting with recognition of a corresponding liability. The liability is remeasured at each reporting date up to and including the settlement date with changes in fair value recognised in profit or loss. Accounting for BEE transactions Where equity instruments are issued to a black economic empowerment (BEE) party at less than fair value, the instruments are accounted for as share-based payments in terms of the stated accounting policy. A restriction on the BEE party to transfer the equity instrument subsequent to its vesting is not treated as a vesting condition, but is factored into the fair value determination of the instrument. Fair value of share allocations In calculating the amount to be expensed as a share-based payment, the group calculates the fair value of the equity instruments granted to participants. This fair value is calculated by applying a valuation model which is in itself judgemental and takes into account certain inherently uncertain assumptions (detailed below). The share-based payment reserve can be reconciled as follows:
# Refer to note 12 for prior period restatements The total expense recognised for employee services received during the year ended 30 September 2025 is R115 million (2024: R71 million), reconciled as follows:
Detailed disclosure of each scheme and the respective assumptions and valuation inputs have been included below. The information noted below summarises all key assumptions, valuation inputs and key disclosures relating to the Tiger Brands share-based payment plans. |
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9.2.1 |
General employee share-option plan Executives and managers of the company and its subsidiaries are offered a weighted combination of:
The scheme is regarded as an equity-settled share-option scheme. Share appreciation rights Allocations of share appreciation rights (SARS) were made to qualifying executive management and other senior managers. SARS vest in three equal tranches on the third, fourth and fifth anniversaries of the date of allocation. The vesting of each tranche is subject to the achievement of performance conditions. The vesting of allocations prior to December 2018 is subject to the group's HEPS performance, measured against CPI and the growth in GDP (real HEPS growth). For allocations made in December 2018 and thereafter, vesting is subject to real HEPS growth (weighted at 50%) and the performance of the company's ROIC against its WACC (weighted at 50%). Vested SARS must be exercised on or before the sixth anniversary of the date of allocation. The last allocation of SARS was made in June 2019. The following table illustrates the number and weighted average exercise prices (WAEP) of and movements in share appreciation rights during the year.
Options were valued using a modified Black-Schöles model taking into account the dividend cover, expected exercise pattern and volatility of the Tiger Brands share price. Performance shares Annual awards of performance vesting shares (PVS) are made to executive management, senior management and middle management. PVS vest on the third anniversary of the date of award. Vesting is subject to the performance of the group's HEPS, measured against CPI and the growth in GDP (50% weighting) and the performance of the group's ROIC against its WACC (50% weighting). The following table illustrates the number of, and movements in, performance shares during the year.
Options were valued using the Binomial Lattice model that allows for the options to be exercised at different points between vesting date and the expiry date of the options. Binomial Lattice models are commonly used to value options and employee share options in particular. The following inputs were used:
Volatilities are based on the historical volatility of the Tiger Brands share price matching the remaining life of each option. Restricted shares On an annual basis, subject to remuneration committee approval, executives, senior management and key talent may receive a grant of restricted shares. On vesting, options may be settled in cash or shares on the third anniversary of the grant date. On 19 December 2024, employees who elected to defer their short-term incentive (STI) bonus, in exchange for share options, were granted a total of 65 130 bonus shares. These shares will be matched on a one-for-one basis on vesting. The following table illustrates the number of, and movements in, restricted shares during the year.
Options were valued using the Binomial Lattice model that allows for the options to be exercised at different points between vesting date and the expiry date of the options. Binomial Lattice models are commonly used to value options and employee share options in particular. The following inputs were used:
Conditional shares On 18 December 2023, an award of 149 700 conditional shares was made to a participant. The conditional shares will be settled by the employer purchasing shares in the market. The following table illustrates the number of, and movements in, conditional shares during the year.
Options were valued using the Binomial Lattice model that allows for the options to be exercised at different points between vesting date and the expiry date of the options. Binomial Lattice models are commonly used to value options and employee share options in particular. The following inputs were used:
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9.2.2 |
Black managers participation right scheme (equity settled) In terms of the BEE transaction implemented on 17 October 2005, 4 381 831 Tiger Brands shares were acquired by the Tiger Brands Black Managers Trust. The allocation of vested rights entitles beneficiaries to receive Tiger Brands shares (after making capital contributions to the Black Managers Trust) at any time after the lock-in period. In respect of options allocated on or before 31 July 2010, the lock-in period ends on 31 December 2014. In respect of allocations made after 31 July 2010, the lock-in date will be the latter of 31 December 2014 or, in respect of one third of the allocations, three years after the allocation, the next third, four years and the last third, five years after the allocation. These vested rights are non-transferable. After the lock-in date, the beneficiaries may exercise their vested rights, in which event the beneficiary may:
An expense was recognised for employee services received during the year to 30 September 2025 for R2 million (2024: income R2 million). The following table illustrates the number of, and movements in, share participation rights during the year.
Participation rights were valued using the Monte-Carlo simulation approach to estimate the average, optimal payoff of the participation rights using 10 000 permutations. The payoff of each random path was based on: the projected Tiger Brands share price, outstanding debt projections and optimal early exercise conditions. Volatility is measured as the annualised standard deviation of the daily price changes in the underlying share under the assumption that the share price is log normally distributed. Historical daily share price data was used to estimate the expected volatility. The following inputs were used:
The risk-free interest rate was obtained from constructed rand swap curves on the valuation dates using key inputs being South African money-market rates and swap rates as published by Bloomberg. |
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9.3 |
Pension asset |
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A liability is recognised when an employee has rendered services for benefits to be paid in the future and an expense when the entity consumes the economic benefit arising from the service provided by the employee. In respect of defined contribution plans, the contribution paid by the group is recognised as an expense. In respect of defined benefit plans, the group's contributions are based on the recommendations of independent actuaries and the liability is measured using the projected unit credit method. Remeasurements, comprising actuarial gains and losses, the effect of the asset ceiling, excluding amounts included in net interest on the net defined benefit liability and the return on plan assets (excluding amounts included in net interest on the net defined benefit liability), are recognised immediately in the statement of financial position with a corresponding debit or credit to accumulated profits through other comprehensive income in the period in which they occur. Remeasurements are not reclassified to profit or loss in subsequent periods. Past service costs are recognised in profit or loss on the earlier of:
Net interest is calculated by applying the discount rate to the net defined benefit liability or asset. The group recognises the following changes in the net defined benefit obligation under "cost of sales", "administration expenses" and "selling and distribution expenses" in the consolidated statement of profit or loss (by function):
Pension and other post-employment benefits The cost of defined benefit pension plans and other post-employment medical benefits is determined using actuarial valuations. The actuarial valuation involves making assumptions about discount rates, expected rates of return on assets, future salary increases, mortality rates and future pension increases. Due to the long-term nature of these plans, such estimates are subject to significant uncertainty.
This information noted below summarises all key assumptions, valuation inputs and key disclosures relating to Tiger Brands The group and its subsidiaries contribute to retirement plans that cover all employees. The retirement plans are either defined benefit plans or defined contribution plans and are funded. The assets of the funds are held in independent trustee administered funds, administered in terms of the Pension Funds Act 24 of 1956, as amended. In terms of the Pension Funds Act, certain of the retirement funds are exempt from actuarial valuation. Those funds not exempt from valuation must, in terms of the Pension Funds Act, be valued at least every three years. For purposes of production of these disclosures, and in order to comply with the requirements of IAS 19, valuations have been performed by independent actuaries, using the projected unit credit method. Where valuations were not possible due to the limited availability of complete data, roll-forward projections of prior completed actuarial valuations were used, taking account of actual subsequent experience. Within the group's subsidiaries, there are a total of 15 retirement plans, two of which are defined benefit pension funds, one is a defined contribution pension funds, and 10 are defined contribution provident funds. There are a further two schemes of insurance into which the group and its subsidiaries contribute. Certain companies within the group sponsor external death, funeral and disability benefit insurance policies. These insurance costs have been allowed for in the disclosures provided. All of the funds above are funded with one exception. The actual return on plan assets for the period 1 October 2024 to 30 September 2025 was R26 million (2024: R27 million). This compares with the expected return for the same period of R35 million (2024: R38 million). The value of contributions expected to be paid by group companies for the year ending 30 September 2026 amounts to R205 million (2025 actual: R231 million). As at 30 September 2025, there were no properties occupied by, or other assets used by, group companies which formed part of the fair value of plan assets (2024: Rnil). As at 30 September 2025, the percentage of the fair value of plan assets in respect of defined benefit arrangements invested in Tiger Brands Limited shares amounted to 0% (2024: 0%). Major categories of plan assets in respect of defined benefit arrangements as at 30 September are shown in the table below:
The disclosure of the funded status is for accounting purposes only, and does not necessarily indicate any assets available to the company or its subsidiaries. Once a surplus apportionment exercise is completed, and approved by the Registrar of Pension Funds in terms of the provisions of the Pension Funds Second Amendment Act, 2001, only at that stage would it be appropriate for the group to recognise any assets in respect of the retirement funds, to the extent that they have apportioned such assets. The surplus apportionment schemes for the Tiger Brands Defined Benefit Pension Fund and the Beacon Products Staff Pension Fund were approved by the Registrar in 2008. The surplus apportionment scheme for the ICS Pension Fund was approved in 2011. Where appropriate, the surplus apportioned to the company has been recognised on the balance sheet. This legislation is not applicable to arrangements not registered in terms of the Pension Funds Act, such as special purpose entities established for purposes of providing disability benefits. Key assumptions, valuation inputs and key disclosures
The risks faced by the group as a result of pension obligations can be summarised as follows:
Sensitivity analysis The sensitivity analysis has been prepared for the Tiger Brands Defined Benefit Pension Fund and the Nestlé Pension Fund. The liabilities of the Tiger Brands PRDBS Provident Fund are not sensitive to changes in either the discount rate or the inflation rate.
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9.4 |
Post-retirement medical aid obligations |
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The group provides post-retirement healthcare benefits to certain of its retirees based on the qualifying employee remaining in service up to retirement age in the form of a defined benefit medical plan. The expected costs of these benefits are accrued over the period of employment, using the projected unit credit method. Valuations are based on assumptions which include employee turnover, mortality rates, discount rate based on current bond yields of appropriate terms, healthcare inflation costs and rates of increase in salary costs. Valuations of these obligations are carried out by independent qualified actuaries. Actuarial gains or losses are recognised through other comprehensive income in the period in which they occur.
1 Represents the buy-out of two members in the current year and one member in the prior year The employer's estimate of contributions expected to be paid for the 2026 financial year is R27 million (2025: R24 million). This information noted below summarises all key assumptions, valuation inputs and key disclosures relating to Tiger Brands The group operates post-employment medical benefit schemes that cover certain of their employees and retirees. This practice has since been stopped for new employees. The liabilities are valued annually using the projected unit credit method. The latest actuarial valuation was performed on 30 September 2025.
The risks faced by the group as a result of the post-retirement medical aid obligation can be summarised as follows:
* The sensitivity analysis relates to the total liability for the year The duration of the liability at 30 September 2025 is 8.9 years (2024: 9.0 years) |
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