Many thanks for your patience. As a starting point, being placed on suspension is not an automatic assumption of guilt and does not amount to disciplinary action. Whilst it can lead to disciplinary action, it is primarily there to be used as a precautionary measure whilst an employer investigates any serious allegations against the employee. Reasons for suspending could be in the case of gross misconduct, breakdown of relationship, risk to an employer's property, their clients or other employees, to preserve evidence or ensure it is not tampered with, avoid potential witnesses being pressured or intimidated, etc.
The period of suspension should be as short as possible and kept under regular review. During that period the employer should conduct a reasonable investigation into the allegations against the employee. If the investigation gathers enough evidence to justify taking disciplinary action, the employee has the right to be informed in advance of the allegations and evidence to be used against them and be given the opportunity to prepare to defend themselves at the forthcoming hearing.
On the other hand, if the investigation does not find enough evidence to justify a disciplinary, the employer should terminate the suspension immediately and allow the employee to return to work as normal.
Saying that, if you end up being unfairly arrested for dismissal, or any other sanction, and it is clear that this is all part of the bullying, you can consider taking it further. How you do that is dependent on what happens and whether you are dismissed or forced to resign. In the former case you would be claiming for unfair dismissal and in the latter - for constructive dismissal. Both are pursued via the employment tribunal.
In the meantime it is best to keep a diary of all incidents that occurred so that you have solid evidence to show the pattern of behaviour which you were subjected to.