This thesis reports on a quantitative analysis of negative workplace experiences of LGBTQ+ employees in the workplace in the United States. Using data from the 2016-2018 Trans-Pop survey, a U.S. transgender health survey, the analysis compares occurrences of workplace experiences of LGBTQ+ employees with their non-LGBTQ+ counterparts. This study analyses the associations between employees’ gender identity and sexual orientation with experiencing job termination, receiving negative evaluations, and having trouble with their supervisors and colleagues. The results of multivariate and logistic regression analyses indicated that while controlling for other factors, sexual minority and transgender employees were more likely to report experiencing negative evaluations and conflicts with their boss or coworkers, while there was no association between gender identity and sexual orientation with job termination. Results are discussed in the context of Status Inequality theory and future directions for exploring work discrimination among LGBTQ+ employees are identified.