Thank you. Legally you have not broken any rules so this will really come down to any internal rules that may exist in the workplace and which are defined by the employer. So it would depend on whether there were any policies in place which dealt with such situations and restricted what you can do in such circumstances or identified such actions as potential misconduct.
However, the main issue here, at least for the next week, is going to be your length of service. That is because if you have been continuously employed at your place of work for less than 2 years then your employment rights will unfortunately be somewhat limited. Most importantly, you will not be protected against unfair dismissal. This means that your employer can dismiss you for more or less any reason, and without following a fair procedure, as long as their decision is not based on discriminatory grounds (i.e. because of gender, race, religion, age, a disability, sexual orientation, etc.) or because you were trying to assert any of your statutory rights (e.g. requesting maternity/paternity leave, etc.).
So it may be a nervous several days until you get over the 2 year anniversary but once you have those two years behind you, t will be more difficult for the employer to consider dismissal and they must show there was a potentially fair reason for doing so and follow a fair procedure. In the absence of any specific policies restricting what you did, then it may be considered unreasonable to dismiss and you could potentially challenge it.
This is your basic legal position. I have more detailed advice for you in terms of the rights you have to challenge a potential dismissal, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you