At a Glance
- A United Airlines controller claims he was fired by phone while receiving chemotherapy
- Hasan Syed says he was dismissed one week before qualifying for protected medical leave
- The complaint alleges disability discrimination under federal and Illinois law
- Why it matters: The case tests employer obligations to workers with serious illnesses
A United Airlines employee battling stage-four lymphoma says the carrier terminated him mid-chemotherapy session for “taking too much time off work,” triggering a federal lawsuit that accuses the airline of violating disability protections.
Illinois resident Hasan Syed filed the complaint on January 13 in the Northern District of Illinois, naming United Airlines as defendant. The filing, reviewed by News Of Los Angeles, outlines a timeline that began with Syed’s hiring in April 2024 and ended with an alleged phone dismissal in April 2025.
Diagnosis and Continued Work
Syed started experiencing severe symptoms in December 2024, according to the complaint. A CT scan the following month revealed a tumor in his nasal passage that tested positive for cancer. Despite the diagnosis, the controller continued working 12-hour shifts on a four-days-on, five-days-off rotation.
He informed both his supervisor and another manager of his condition, the document states. Syed attempted to file paperwork for leave under the Family and Medical Leave Act but learned he had not met the one-year tenure requirement.
“Despite his diagnosis and medical challenges, [Syed] continued working and performing his job duties to the best of his abilities,” the complaint says.
Chemotherapy Begins
In February 2025, Syed began chemotherapy. He used accrued sick leave and vacation time to cover absences. The complaint notes he maintained his work schedule between treatments.
United’s alleged response came during an April chemotherapy appointment. Syed claims his supervisor called and said:
> “I’m sorry, but I have to let you go. You’re taking too much time off work.”
The call occurred roughly one week before his April 2025 anniversary date, when he would have become eligible for protected FMLA leave, the filing asserts.
Legal Claims
The complaint charges United with:
- Three violations of the Americans with Disabilities Act
- Three violations of the Illinois Human Rights Act
- One violation of the Family and Medical Leave Act
Syed contends he “was terminated because of his disability, his need for medical treatment, and his anticipated use of job-protected medical leave.”
The suit seeks relief including:
- Back pay with interest
- Front pay
- Loss of benefits
- Compensatory and punitive damages
- Attorneys’ fees and court costs
- Any additional relief the court deems appropriate
Impact on Employee
According to the filing, United’s actions caused Syed:
- Significant financial harm
- Emotional distress
- Humiliation
- Loss of dignity
The events unfolded “during an extremely vulnerable period of his life,” the document states.
Attorney Statement
Chad Eisenback, counsel for Syed, emailed News Of Los Angeles a statement:
> “Mr. Syed’s case is about a worker who did everything he could to keep working while fighting a serious medical condition – and was terminated instead of supported. No one should have to choose between their health and their livelihood, and we will continue to hold employers accountable when they do.”
Company Response
A United Airlines representative told News Of Los Angeles the carrier has nothing to share on the matter.
Case Status
The complaint was docketed on January 13, 2025. No trial date has been set. The court has not yet ruled on any motions.
Key Takeaways
- Federal law prohibits disability-based discrimination
- FMLA eligibility requires 12 months of service
- The suit underscores tension between medical needs and job security
- Remedies sought include both economic and punitive damages
