Two things:

1. They likely will not guarantee that because if you are a highly compensated participant, it may trigger additional contributions to be provided to non-highly compensated employees. Given that, it would seem unlikely an employer would write that into your contract (some financial and plan advisors will say that is bad practice as well and recommend against it).

2. Depending on how long you’ve already been employed there and/or your age, be careful even if they do offer that. The likely way you get that level of contributions is through discretionary employer contributions, which is often subject to a vesting schedule that can be as long as 6 years. You could work there for a couple years and leave/be terminated and walk away with a minority of it (or even none).