Many thanks for your patience. The starting point is that 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.
For now all you can do is wait for the employer to decide on what to do next and maintain your position on what did (or did not) happen. Ask them for witnesses evidence to corroborate the allegations, which if did not actually happen, will be difficult for them to provide. In the end, it is very difficult for them to justify any more serious action, like dismissal, for someone with 25 years service and no direct evidence of the alleged wrongdoing.
Does this answer your query?