This chapter explores bias and fairness in Swedish employment testing from legal, historical, and practical perspectives. Swedish labor laws, influenced by trade unions and the welfare state, emphasize non-discrimination under the Discrimination Act. The law prohibits bias based on sex, gender identity, ethnicity, religion, disability, sexual orientation, and age, and requires preventive action. It is enforced by the Equality Ombudsman and Labour Court. Although validity evidence is not explicitly required, selection decisions should be based on a job analysis. No proof of intent is required in discrimination claims, and the burden of proof is shared. Quotas are banned, but positive action is allowed for gender balance when qualifications are equal. Psychological test certification is voluntary in Sweden; the Psychological Association offers guidelines on validity, reliability, and fairness. However, these are not mandatory, and many employers develop their own policies. International standards offer best-practice guidance for fair assessments, including for emerging artificial intelligence tools.