Restrictive covenants are generally enforceable if they meet certain requirements. Specifically, to be enforceable, the restrictive covenant must protect a legitimate interest of the employer, such as trade secrets, customer relations, client lists, confidential information, etc. The restrictive covenant must also be reasonable in time and geography, and must not place an undue hardship on the employee or violate public policy. Whether a restrictive covenant is reasonable in time and geography is a fact-sensitive inquiry that depends upon a variety of factors.