Thanks for your patience. There is no specific rule which says that someone has to be dismissed because they are being investigated for, charged with or have been convicted of a criminal offence.
First of all you should look at the ACAS Code of Conduct, which states:
"If an employee is charged with, or convicted of a criminal offence this is not normally in itself reason for disciplinary action. Consideration needs to be given to what effect the charge or conviction has on the employee's suitability to do the job and their relationship with their employer, work colleagues and customers"
Reputation can also affect the employer’s decision. In Leach v The Office of Communications, a senior civil servant working for a high profile public authority was dismissed fairly after his employer discovered that he was being investigated for sexually abusing children. Although he denied the allegations, was never convicted and the allegations had no direct bearing on his work, it was fair for the employer to dismiss in the circumstances due to the "reputational risks".
So there is a possibility of dismissal here, if the nature of the conviction (there is a certain degree of stigma attached to child-related sexual offences) means the employer’s business will be affected or that their reputation would be on the line if they continue employing you. It does not mean that you cannot challenge it though and that is always an option for you if needed.
This is your basic legal position. I have more detailed advice for you in terms of the options you have to challenge a dismissal if needed, 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