Short answer. Twice your regular rate. Article 94 provides that an employee required to work on a holiday shall be paid a compensation equivalent to twice his regular rate. This is on top of the general rule that workers are paid their regular daily wage for holidays they do not work, with a narrow exception for small retail and service establishments.
What the law says
The employer may require an employee to work on any holiday but such employee shall be paid a compensation equivalent to twice his regular rate
Labor Code, Article 94 — Right To Holiday Pay. Read the full provision →
The base rule and the working-holiday premium
Article 94 sets two related rules. First, every worker shall be paid his regular daily wage during regular holidays even if no work is done that day — holiday pay is not something you have to work to earn. Second, if your employer does require you to come in and work on that holiday, the compensation rises to twice your regular rate for that day, rather than the ordinary daily wage. The premium exists specifically because you are being asked to give up a day the law otherwise guarantees you as paid rest.
The exception for small retail and service establishments
The general right to be paid for an unworked regular holiday carries one named exception: retail and service establishments regularly employing less than ten (10) workers. If your employer genuinely falls within that description, the ordinary holiday-pay rule may not apply to you in the same way, which is why the size and nature of the business matters here, not just whether a holiday fell on a working day. This exception does not appear to touch the doubled rate for actually working on a holiday, only the baseline pay for holidays not worked.
Which days count as regular holidays
Article 94 also defines what a holiday means for its own purposes, listing specific dates: New Year's Day, Maundy Thursday, Good Friday, the ninth of April, the first of May, the twelfth of June, the fourth of July, the thirtieth of November, the twenty-fifth and thirtieth of December, and the day designated by law for a general election. If the day you worked is not among those the article names, the doubled-rate rule described here does not automatically apply to it, and you would need to look at whatever separate rule governs that particular kind of day.
What the doubled rate does not settle
Article 94 fixes a rate for the day; it does not deal with everything that can be layered on top. The doubling is expressed as compensation equivalent to twice his regular rate for working the holiday, so it is a rate for that day's work rather than a premium added to a separately payable holiday wage. It says nothing about hours worked beyond the normal working day, about night work, or about a holiday that falls on your rest day — those are governed by other provisions of the Code, not by this one. Nor does the article reach days outside the list it sets out for itself: a day proclaimed as a special or non-working day is not converted into a holiday by this article merely because offices close. If you are checking a payslip against this rule, the figures that decide it are your regular daily rate and the hours recorded for that day.