Although there is no legal definition of bullying, the Advisory, Conciliation and Arbitration Service (ACAS) defines it as “offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient.” Examples given are: spreading malicious rumours, or insulting someone by word or behaviour; exclusion or victimisation; unfair treatment; overbearing supervision or other misuse of power or position; making threats or comments about job security without foundation; deliberately undermining a competent worker by overloading and constant criticism; preventing individuals progressing by intentionally blocking promotion or training opportunities.
At this stage you are just under investigation. Being placed on investigation is not an automatic assumption of guilt and does not amount to disciplinary action. Whilst it can lead to disciplinary action, it is the first step in the process.
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 allow the employee to return to work as normal.
For now, cooperate with the investigation and explain to the employer what you did and why you did it and how your anxiety may have affected your judgment. If anything they should look to support you with that and not go as far as dismissal, although you may get a warning for your actions and be advised not to do them again.
Does this answer your query?