This chapter examines the legal and social context of employment testing bias and fairness in Germany. Germany’s legal framework emphasizes individual rights and experienced discrimination, rather than scrutinizing testing systems. The Holocaust’s legacy shapes German views on fairness, making “Rasse” (“race”) a loaded term. The chapter addresses demographics, including the large migrant population and debates on sex/gender equality. Key legal protections are enshrined in the “Grundgesetz” (Basic Law) and the General Act on Equal Treatment (“Allgemeines Gleichbehandlungsgesetz”). A German standard sets quality criteria for selection processes. Regulatory bodies – such as the Federal Anti-Discrimination Agency, works councils (“Betriebsrat,” representing employees’ interests in many German organizations), and the Disabled Employee Representative Body – address workplace discrimination, with the Betriebsrat able to veto selection methods. Legal recourse is limited to minor compensation. In summary, although German laws affect other areas of industrial, work, and organizational psychology, their impact on personnel selection science is rather low.