What is the strategic driver behind changing this - ie what's the prize? As that may well drive the options and how much you are willing to pay

In reply to Keith:

Hello Keith , it is mainly Unhappy staff- discontent of fixed term contracts and our org challenges with retention.

This is a pretty big undertaking, and very expensive. You've listed 16 countries there but then added 'etc...' so perhaps more. But let's assume 16 then:

- 16 separate Payroll Bureau costs
- Employment Contracts reflecting the country's employment law in 16 different jurisdictions
- Employment practices (pre-employment checks, disciplinary procedures and so on) wrapped up in a staff handbook.
- Typical benefits expected of an employee in those countries

Or much of that wrapped up in Employer of Records, very expensive, arrangements.

How many people in each of those countries?

I think the option of continuing with Contract for Services arrangements would be favourite for me (and that's exactly what I do if we do not have entities and staffed offices in our overseas markets).