The Wagner Act, also known as the National Labor Relations Act (NLRA), is a U.S. labor law that was passed in 1935 to protect the rights of workers to form and join unions, engage in collective bargaining, and participate in strikes and other collective actions. The act created the National Labor Relations Board (NLRB) to oversee and enforce its provisions, including the regulation of labor-management relations and the investigation of unfair labor practices.

The Wagner Act provides employees with the right to organize and bargain collectively with their employers over wages, hours, and other terms and conditions of employment. It also prohibits employers from interfering with employees' union activities or retaliating against them for engaging in such activities. The act requires employers to bargain in good faith with their employees' union representatives and to maintain records and report to the NLRB on various aspects of their labor relations practices.

The Wagner Act has been amended several times since its passage, most notably by the Taft-Hartley Act of 1947, which added provisions restricting the activities of unions and providing more protections for employers. However, the basic principles of the Wagner Act remain in effect and continue to influence labor relations and collective bargaining in the United States.