Yes. Redundancy isn't tied to length of service in the way unfair dismissal is. Your employer can make you redundant at any point, including during probation. The practical differences are that you'll receive whatever contractual notice your probation clause specifies (often one week) and you'll almost certainly not be eligible for statutory redundancy pay, which requires two years of continuous service.
Redundancy is one of the legally allowed reasons for ending employment in the UK. The other main ones are conduct, capability, and 'some other substantial reason'. Redundancy specifically means the role itself is going (the work is no longer needed, the workplace is closing, the function is being restructured). It applies to whoever is in that role, and probation status doesn't immunise anyone.
What is different during probation is what you're entitled to financially. Statutory redundancy pay is a one-off payment calculated from your years of service, age, and weekly pay. To qualify, you need at least two years of continuous service. Probation periods are almost always inside the first two years, so people made redundant during probation typically receive zero statutory redundancy pay. Some employers offer enhanced contractual packages that don't have a two-year threshold, but most don't.
Notice is more straightforward. Your contract will specify a notice period applicable during probation; that's what you get, either worked out, paid as PILON, or covered by garden leave. The statutory minimum is one week (once you've been employed for at least one month). Your contract can give you more (and many do, often two weeks during probation). The employer must give whichever is greater.
The redundancy process itself doesn't change much. The employer needs to follow a fair procedure: identify the redundancy properly, consider alternatives, consult with affected staff, apply objective selection criteria if there's a pool of potentially redundant roles, and confirm the decision in writing. Probation status doesn't reduce these procedural requirements. The reason it sometimes feels less rigorous is that employers can dismiss probationers more easily for other reasons (capability, fit), so they sometimes use those routes instead of running a redundancy.
Unfair dismissal protection is the main legal difference. Ordinary unfair dismissal claims need two years of continuous service. Until you reach that threshold, the employer doesn't have to justify the dismissal in the way they would later. Redundancy of a probationer doesn't usually create unfair dismissal exposure for the employer, which is part of why they're sometimes willing to do it when they would have hesitated with a longer-serving employee.
Automatic and discrimination-based unfair dismissal claims work differently. These don't require two years of service. If the redundancy decision was tainted by discrimination on a protected characteristic (sex, race, age, religion, disability, sexual orientation, gender reassignment, pregnancy/maternity, marriage, religion or belief), the protection is in place from day one. If you suspect that, take advice from ACAS or an employment solicitor quickly because tribunal time limits are short.
Practically, the steps are the same as any redundancy. Get the consultation in writing. Ask for the selection criteria if you were in a pool. Ask about alternative roles internally. Negotiate the leaving package if there's room. References usually still happen; the employer's standard reference is rarely affected by redundancy versus other reasons. Use the holiday entitlement calculator and notice calculator to confirm the maths on your final payment.
General information about UK employment law. For your specific situation, contact ACAS or an employment-law solicitor.