Decide how serious the employee's offence was
Matthew has committed gross insubordination. Firstly, you'll need to decide how serious his offence was under the circumstances of his reason for needing to take leave on Tuesday in the first place.
Find out if it was necessary for the employee to take leave
It's important to consider both sides of the story here. On one hand, decide whether it was necessary for Matthew to take the day off. Did he really need to take his mother to hospital? Could no one else have taken her? And was it necessary for him to take the whole day off? Find out from him.
Secondly, consider whether it was fair for Matthew to have requested leave at the last minute. Why couldn't he have asked you last week? You must decide whether or not his reasoning is fair.
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Think about what the employee could've done to better the situation
Because Matthew took the day off even after you declining his request, it led disruptions in your workplace with you having to shuffle his workload onto another employee who had work of her own to do.
Ask yourself what Matthew could've done to better the sticky situation he created without giving you a heads up. For example, he could've made the effort to work afterhours to get his work completed to he could proceed on leave.
Discipline the employee accordingly
If you feel it was reasonable for Matthew to have taken the day off even after having his leave request declined, simply ask him to not just take the day off without informing you again. Also, explain to him why it's unacceptable for a repeat of this scenario to happen (workplace disruptions, last minute stress with getting work done, etc.).
If you feel that what Matthew did was unreasonable, you may discipline this act of gross insubordination in line with your disciplinary policy.