Litigation over noncompetes, nonsolicits and other post-employment competitive restrictions (collectively, restrictive covenants) typically involves an intensely fact-driven analysis. In addition to insisting upon reasonable scope and durational limits, courts have also traditionally required that restrictive covenants be limited geographically. But does requiring geographical limitations make sense in the modern world, especially post-pandemic, when so many employees are working remotely? The answer, we submit, is rarely. There are, however, particular situations where the lack or extent of a restrictive covenant's geographical limitations can and should factor into a reasonableness analysis.